Understanding the EPPRR Form

	The Critical Results section of the form identifies the most important results that you as a supervisor believe to be CRITICAL to the accomplishment of the job. Key in on the results you want the employee to accomplish, not the work processes that lead to the results.

	Performance Indicators. Appraisals should fairly reflect the overall performance of an employee. Performance indicators identify those characteristics (such as quality, teamwork, customer service) that are important to successful performance in each critical result. In appraising an employee’s performance, the rating official will carefully review the performance indicators in assessing whether a particular critical result has been achieved by the employee.

The Performance Indicator section of the form reflects the qualitative requirements of the position, and must be completed by the supervisor. Thorough and accurate completion is particularly important to support Results Not Achieved ratings. Supervisors are cautioned to be accurate when portraying that indicators apply to “All” critical results.

	The Progress Reviews section of the form is used to document when progress reviews have occurred, and to summarize any comments. Two progress reviews should be conducted during the rating period. Comments are mandatory only if a Not Achieved rating is being contemplated.

	The Summary Rating section of the form is used to summarize the results at the end of the rating period. If the rating is Achieved, only that must be indicated, although other comments that support the rating may be added. A written explanation of all Not Achieved ratings is mandatory.

	The Certification section of the form is used by the employee and the supervisor to certify that review and discussion has taken place, both at the beginning of the rating period, and when the final rating for the period is completed. Signature in either case by the employee does not necessarily mean that the employee agrees with the contents shown on the form.