(Supervision) Continued
• Routinely models appropriate leadership and professional behavior by treating others with respect, directing
and motivating staff, maintaining confidentiality, etc.
• [Employee Perspective] Feedback from staff indicates that they understand the agency’s direction, the
goals and their role in achieving these goals; understand what is expected of them; were involved in
developing their performance plans; understand how well they are performing and where they need to
improve; have performance plans that accurately reflect their performance measures; have the necessary
tools and resources to accomplish their work; where they do not have what they need, they understand
why; have the skills and knowledge they need to do their jobs, or a plan to obtain them; are acknowledged
and appreciated for good performance.
• [Employee Perspective] Analyzed feedback received from employees from the Federal Human Capital
Survey (FHCS)/the Annual Employee Survey (AES) or other feedback mechanisms (focus groups/ 1-on 1
discussions) and develops action plans to improve future survey results/employee satisfaction.
• [Customer Perspective] Feedback from customers indicate satisfaction with the quality of service
delivered, including that the service was provided in a collaborative manner and met the customers’ needs;
and the quantity and quality of information delivered, including that the information provided increased the
customers’ understanding of the agency’s programs.
• [Safety and Health] Adheres to Safety and Occupational Health practices and procedures in order to
promote and maintain a safe and healthful work environment for all employees. Upon report of
unsafe/unhealthful condition, notifies appropriate office within 48 hours, and follows up and/or takes
appropriate action until condition is resolved.
• [EEO/CR] Ensures that employees receive required Civil Rights, EEO, and Sexual Harassment training
within established timeframes. Provides Civil Rights/EEO/Sexual Harassment/Diversity information (USDA
material) to employees through information sessions, staff meetings, etc. at least 2 times a year.
• [EEO/CR] Responds to issues/actions/allegations according to Agency procedures and within established
timeframes with no more than 3 approved exceptions.
• [EEO/CR] Takes action to reduce the number of valid employee complaints by actions such as increasing
information provided for interpersonal skills training to employees, etc. at least 2 times annually.
• [EEO/CR] Provides pro-active assistance to employees to help with problem solving and resolving conflicts.
Results based on employee feedback or surveys, random oral surveys from second level supervisor,
providing employee skills training in related topics.
• [EEO/CR] Meets USDA established Civil Rights/EEO goals for recruitment, selection, promotion, training,
awards, and other personnel activities.
1. [Performance Management] Develop performance plans for all supervised employees that include a
critical element with standards that identify clear and measurable (quality, quantity, cost, and/or timely)
tasks and results that are aligned to organizational goals for each individual by the required deadline.
2. [Performance Management] Conducts all requirements of the performance management cycle including
encouraging two-way discussion of planning, reviews, evaluation, and career development, setting goals
and conducting reviews and evaluations within established timeframes, encouraging and implementing on-
going feedback throughout the year, 99% of the time.