HR - THE ADVANCE WORK PLAN - HERLIHY, JOHN F.

• Document Type: FOIA
• Collection: FOIA Collection
• Document Number (FOIA) /ESDN (CREST): 0005553926
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 2
• Document Creation Date: June 24, 2015
• Document Release Date: September 8, 2011
• Case Number: F-2010-00553
• Publication Date: August 2, 1982

(b)(6)
THE ADVANCE WORK PLAN
INTRODUCTION
The purpose of the Advance Work Plan (AWP) is to assure that employees are ffnlly aware of all major aspects of their
job, and of the work performance expected of them by their supervisor. Employees should know their role in the organizational
component in which they work. This should be made clear in the AWP.
Section A
? Performance elements of an employee's job that are essential to success in that job are called "key" elements. Key ele-
ments consist of a grouping of individual tasks and collectively cover the major duties and responsibilities of the position. As long
as the job remains unchanged the "key" elements remain in effect.
? Supervisors should have performance standards for each of the key elements listed on the AWP. A performance stan-
dard is a statement describing what an employee must do to perform a key job element at a specified level. As a minimum, a
standard at the fully satisfactory level of performance (rating level 4) should be described. Performance standards are reference
points for determining the rating levels given the employee's performance of key job elements during the rating period. Although
a supervisory responsibility, performance standards should be established with the subordinate's participation. Employees doing
,the same job should have the same standards against which their job performance is to be measured. Jobs of the, same general
kind but at different grade levels should have different performance standards.
? The chief aim of the performance standard is to communicate to subordinates in a clear and concise manner what is
expected of them in the way of a fully satisfactory work performance. As in the case of the key elements of the position, the
expectations supervisors have of their subordinates should remain essentially unchanged unless work requirements of the
positions change. In effect, performance standards need not be reestablished once they are in place. The important thing is that
employees understand the "yardstick" their supervisors will use to measure their work performance.
Section B
? This, section applies only to employees whose jobs involve particular work activity designated for accomplishment spe-
cifically during the period covered by the report. For example, for an analyst the analysis required (key element of the job) may
be to complete a study on a particular subject that had not been looked at for several years; a training specialist may be tasked to
redesign a particular course of study; a clerical employee may be tasked to purge office files of outdated material. These projects
should be identified in this section and milestones, target dates, etc., should be disclosed.
In some cases it may not be possible to realistically anticipate all the special projects or tasks that might be forthcoming
at the., time the AWP is initially prepared. This section may be completed or added to at any time during the course of the report
period, keeping in mind that the AWP should be current at all times and contain a record of all significant job activity to be
performed by the individual being evaluated.
Section C
? There may be circumstances where employees and their supervisors agree that there is a high degree of understanding
between them regarding job duties (key elements), the performance standards and specific projects and tasks to be accomplished
during the period covered by the report. In such cases, and if they so agree, Sections A and B of the AWP need not be stated in
writing. However, in any case, the employee and supervisor must certify that duties of the job and the expectation of the supervi-
sor have been discussed and that an understanding exists between them.
? The signatures certifying to this understanding will be placed in the space provided.
? The AWP should be retained in the employee's "soft" file as a reference for use in counseling the employee, for resolv-
ing any misunderstandings or grievances related to the PAR, or for use by employee evaluation panels..
APPROVED FOR RELEASEL
DATE: 19-Jul-2011
 ADVANCE WOR,.. !LAN CAUTION: BLANK FORM REQUIRES SECURE
(See reverse side for directions) STORAGE IN FIELD.
NAME (last, First, Middle)
PERIOD COVERED
HERLIHY, John F.
830716-830131
A. Summary of the key job elements to be listed on the PAR and the performance standard expected at the fully satisfactory level of performance--rating level 4 (where ap-
plicable, see Section C Instructions).
Key Element
Reformance Standard
1. Plan, organize and manage
Your performance will be
the Agency Occupational Safety and
evaluated on how well the Agency
Health Program.
Occupational Safety and Health Progra
is conducted and meets the requiremen
2. Provide for career develop-
f laws and statutes requiring a safe
ment of Safety Staff personnel.
orking environment for all employees.
It will also be based on how the
3. Represent the Agency with
:areer standards you promote and
the Occupational Safety and Health
evelop for Safety Staff personnel
Administration, Federal Safety
meet both the needs of the Agency and
Council, Federal Fire Council,
he needs of the individual. The
National Safety Council and other
valuations and comments of involved
organizations affecting the safety
senior officers with whom you are in
and health policy of the Agency.
liaison or engaged in the service or
resolution of matters of mutual
fficial concern, will receive just
onside-ration. Your performance will
also be based on how well you meet th
requirements, goals, and deadlines
isted under Section B., specific
rojects and tasks.
B. Specific projects, tasks, etc., to be accomplished during the rating period which are part of the key elements shown above and for which a more detailed re'ew js deemed
im
o-tant
ff
p
icers.
. 1. Continue emphasis on the training of component safety o
2. Assure that all safety inspection reports are completed and
transmitted pursuant to these deadline goals:
(a) Those where major deficiencies or absence of safety
provisions are found within 30 days from return of safety inspector
to Headquarters.
(b) All others within a 45-60 day time period or sooner.
3. Plan and promote expansion of Safety Staff resource base to
more adequately meet laws and statutes requiring a safe working environ-
ment for all Agency employees.
C. CERTIFICATION: We acknowledge that we have discussed the duties on which the undersigned employee will be evaluated and the performance standard expected.
IGNATU OF EMPLOY E (N i /1ped)
er11h DATE Q `< FOW-s-M., ? c ona' DATE
VM 45w OBSOLETE PREVIOUS (4)
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