Department of Defense Performance Management and Appraisal Program (DPMAP)

Overview

The DoD Performance Appraisal System, Defense Performance Management and Appraisal Program (DPMAP), guides the performance evaluation of most employees at the Department of Defense Education Activity. The DPMAP is designed to help foster a cultural change that encourages employee engagement, on-going communication, on-going employee recognition, and accountability.

Connected Cognia Standards

Leadership Capacity Standards

1.4

1.6

1.9

1.11

Learning Capacity Standards

2.1

2.6

2.2

2.7

2.3

2.8

2.5

2.9

Resource Capacity Standards

3.3

3.4

Impact Statement

The Pacific East has positively impacted the Defense Performance Management and Appraisal Program (DPMAP) as evidence by:

Established and ensured adherence to policies that are designed to support system effectiveness.

Implemented staff supervision and evaluation processes to improve professional practice and organizational effectiveness.
Provided experiences that cultivate and improve leadership effectiveness.
Implemented a quality assurance process for its institutions to ensure system effectiveness and consistency.
Provided induction, mentoring, and coaching programs that ensure all staff members have the knowledge and skills to improve student performance and organizational effectiveness.

Attracted and retained qualified personnel who support the system’s purpose and direction.

Promoted the monitoring and adjusting to meet individual learners’ needs and the system’s learning expectations through the updated teacher performance elements.

Timeline

SY 2016-2017

The Pacific East District aligned its efforts to the Department of Defense (DoD), which published and implemented DoD Instruction 1400.25, Volume 431, DPMAP, in February 2016. This was as a result of the National Defense Authorization Act for Fiscal Year 2010, which mandated DoD create a fair, credible, and transparent performance management system. Performance Management is the continuing process by which a supervisor assesses an employee’s performance and recognizes and rewards employees based on their performance and contributions to the agency mission and strategic goals. The process consists of four phases: Performance Planning, Monitoring, Evaluating, and Recognizing/Rewarding.

SY 2017-2018

The Pacific East District officially implemented the DPMAP. All employees and supervisors with computer access were required to use MyPerformance when creating, reviewing, or approving performance plans; documenting modifications to performance plans; documenting progress reviews; documenting employee input on his or her individual performance; and documenting performance ratings and assessments. You should develop, review, and sign your Performance Appraisal with your supervisor no less than 30 days after your Appointment Effective Date. This is completed through MyBIZ.

SY 2018-2019

The Pacific East District continued the DPMAP process and supported leaders through various professional learning opportunities. During the 2019 Leadership Summit, participants developed a framework to foster a culture where teachers and instructional leaders are engaged in continuous two-way communication about performance and connected the DPMAP process to student achievement through robust conversations and defining high expectations.

SY 2019-2020

The Pacific East District continued the DPMAP process and supported leaders through professional learning opportunities. LMER provided continuous support and shared a fact sheet and timeline to keep the DPMAP process consistent across the district. Additionally, a checklist and instructions were given to all leaders as a reminder of important processes and dates.

SY 2020-2021

The Pacific East District continued the DPMAP process and supported leaders through various professional learning opportunities. Principals were given opportunities to share best practices of the DPMAP process with fellow colleagues during leadership meetings and the training for new principals.

SY 2021-2022

The Pacific East District continued the DPMAP process and supported leaders through various professional learning opportunities. The Center for Instructional Leadership (CIL) Team delivered a Headquarters-developed module designed to help leaders understand the DPMAP process more deeply. The professional learning helped take a look at differences in teacher functioning in the five Performance Elements of their DPMAP. Though the Pacific East District explored the performance elements several times previously, this year was given an opportunity for leaders to look at the components of each element with a focus on what really constitutes “Outstanding” as contrasted with “Fully Successful” teacher performance.

Impact Evidence at a glance

Since the data associated with DPMAP is PII, it is not allowed to be shared. The table below is the DPMAP process. :

Supporting Documents

DoD Civilian Personnel Management System: Performance Management and Appraisal Program: The Pacific East District aligned its efforts to the Department of Defense (DoD), which published and implemented DoD Instruction 1400.25, Volume 431, DPMAP, in February 2016. This was as a result of the National Defense Authorization Act for Fiscal Year 2010, which mandated DoD create a fair, credible, and transparent performance management system.
DoDEA Administrative Instruction: Department of Defense Performance Management and Appraisal Program: The Pacific East District provides a fair, credible, and transparent performance and management appraisal program for linking bonuses and other performance-based actions to DoDEA employee performance in accordance with Section 9902 of Title 5, United States Code. Through this, employees are given bonuses aligned to the success of their performance elements.

The Performance Appraisal Program: The Pacific East District encourages employees to play an active role in their performance plans. The performance process is a joint collaboration between employee and supervisor. Communication is key. Through this, employees participate in planning, monitoring, and evaluating meetings with their supervisors to promote student achievement aligned to their performance elements.
Leaders Inspire Session Topics for Consideration: The Pacific East District encourages leaders to engage in DPMAP session topics. Through this, leaders gained tips and strategies regarding the DPMAP process, communication, documentation, and evidence to support performance.
DPMAP Principal’s Desk Guide: The Pacific East District uses a process that consists of four phases: Performance Planning, Monitoring, Evaluating, and Recognizing/Rewarding. Through this, system effectiveness and consistency is maintained regarding the appraisal process.
DPMAP Employee Orientation: The Pacific East District provides online training, learning outcomes are as follows. 1. Identify key performance management roles and responsibilities. 2. Recognize significant management features. 3. Identify activities that can improve supervisor-employee relationship. 4. Define the employee connection to the DoDEA and DoD culture of high performance. Through this, employees had a better understanding of their appraisal process.

DPMAP: Enhance your Process: The Pacific East district promotes leaders to inspire other leaders through professional learning opportunities during various leadership summits. Through this, principals are viewed as experts from their peers in order to retain qualified personnel who support the district’s purpose and direction.

Teacher Performance Elements: The Pacific East District uses updated teacher performance elements to highlight planning and preparation, classroom environment, instruction, professional responsibilities, and diversity and equity. Through this, teachers are expected to monitor and adjust to meet individual learners’ needs to help meet the district goal and measurable objectives.
Professional Learning Opportunities:

Resources to Support Administrators:

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