Dd Form 2939 - Nf-6 Performance Management System Executive Performance Agreement Page 2
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6EXECUTIVE NAME
RATING PERIOD
PART V - CRITICAL ELEMENTS.
Performance Standards for Critical Elements (The performance standard for each critical element is specified below; examples
for the top three performance levels can be found in the system description.)
Level 5: The executive demonstrates exceptional performance, fostering a climate that sustains excellence and
optimizes results in the executive's organization, agency, department or government-wide. This represents the highest
level of executive performance, as evidenced by the extraordinary impact on the achievement of the organization's
mission. The executive is an inspirational leader and is considered a role model by Component leadership, peers, and
employees. The executive continually contributes materially to or spearheads Component efforts that address or
accomplish important Component goals, consistently achieves expectations at the highest level of quality possible, and
consistently handles challenges, exceeds targets, and completes assignments ahead of schedule at every step along the
way.
Level 4: The executive demonstrates a very high level of performance beyond that required for successful performance
in the executive's position and scope of responsibilities. The executive is a proven, highly effective leader who builds
trust and instills confidence in Component leadership, peers, and employees. The executive consistently exceeds
established performance expectations, timelines, or targets, as applicable.
Level 3: The executive demonstrates the high level of performance expected and the executive's actions and leadership
contribute positively toward the achievement of strategic goals and meaningful results. The executive is an effective,
solid, and dependable leader who delivers high-quality results based on measures of quality, quantity, efficiency, and/or
effectiveness within agreed-upon timelines. The executive meets and often exceeds challenging performance
expectations established for the position.
Level 2: The executive's contributions to the organization are acceptable in the short term but do not appreciably
advance the organization towards achievement of its goals and objectives. While the executive generally meets
established performance expectations, timelines and targets, there are occasional lapses that impair operations and/or
cause concern from management. While showing basic ability to accomplish work through others, the executive may
demonstrate limited ability to inspire subordinates to give their best efforts or to marshal those efforts effectively to
address problems characteristic of the organization and its work.
Level 1: In repeated instances, the executive demonstrates performance deficiencies that detract from mission goals and
objectives. The executive generally is viewed as ineffectual by Component leadership, peers, or employees. The
executive does not meet established performance expectations/timelines/targets and fails to produce - or produces
unacceptable - work products, services, or outcomes.
Element Rating Level Points:
Level 5 = 5 points
Level 4 = 4 points
Level 3 = 3 points
Level 2 = 2 points
Level 1 = 0 points
DD FORM 2939, AUG 2012
Page 2 of 6 Pages
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