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Performance/Incentive Awards

In April 2016, the Department of Defense (DoD) implemented the Defense Performance Management and Appraisal Program (DPMAP), a significant element of New Beginnings. DPMAP aims to create a fair, credible, and transparent performance appraisal process throughout the Department, and calls for institutionalizing a culture of high performance through greater employee/supervisor communication and accountability, increased employee engagement, and added transparency in these processes.

The My Performance Appraisal Program replaces the previous National Guard (NG) Technician Performance Appraisal Program, and Performance Appraisal Application (PAA) Tool. The PAA was the framework DoD used to develop the Department-wide MyPerformance Appraisal Program. The NG implementation of My Performance is driven by DoD requirements as defined in the DoD Civilian Personnel Management System: Performance Management and Appraisal Program, DoDI 1400.25, Vol. 431 and the Chief National Guard Instruction, CNGBi 1400.25 Vol 31.

The CNGBi 1400.25 Vol 31 rescinds and replaces Technician Personnel Regulation 430, 05 November 2009, “National Guard Technician Performance Appraisal Program, Process and Procedures.” This instruction applies to all Title 32 NJNG technicians and Title 5 NJNG except for technicians occupying time limited temporary positions and those technicians for which employment does not exceed the minimum performance in a consecutive 12 month period.


The DoD Performance Appraisal Program (DPMAP) annual appraisal period will normally be 01 April to 31 March with a minimum rating period of 90 calendar days. During initial DPMAP conversion, organizations may be subject to an appraisal period other than the standard cycle. If a technician has less than 120 days in the previous Performance Appraisal Application (PAA) at the time of conversion, then IAW DoDi400.25-V431, their plan will be extended and closed out to meet the 120 day rating period requirement. The subsequent appraisal cycle will then end on March 31 of the following calendar year as per the below table. Please note that periods during which a technician is in a non-pay status (for example, leave without pay, absence-without leave) may not be applied toward the 120 calendar day minimum.


The DPMAP uses three tier rating level evaluation method to describe technician performance as outlined below.

  • Level 1 – “Unsatisfactory”
  • Level 3 – “Fully Successful”
  • Level 5 – “Outstanding”

Please refer to the below references for details regarding properly aligning rating tiers with performance.


Technicians are observed and appraised during their trial/probationary period to determine if they have the qualities required for permanent Government service. Supervisors should provide specific training and assistance to improve the technician’s work performance, if required. For retention beyond the trial/probationary period, the technician’s work performance must minimally rate at the “Fully Successful,” Level 3 rating. A technician has satisfactorily met all assigned critical elements when they receive a “Fully Successful” rating. Forward supporting documentation to the HRO who will advise supervisors and managers on appropriate action(s) to remove the technician from Federal service if retention is not recommended.

An excepted technician serving in a trial/probationary period does not receive an official performance appraisal until after completing the required 12 months of Federal service

A competitive technician serving in a trial/probationary period does not receive an official performance appraisal until after completing the required 24 months of Federal service.

Please refer to the reference for details regarding rating tiers and performance evaluation nuances.


Postpone annual performance ratings of record when there has been insufficient time to observe the technician’s performance in their present assignment because:

  • The supervisor or the technician is newly assigned (less than 90 calendar days) or the technician has not been performing the regularly assigned work because of extended details or absences.
  • The technician has not worked under the performance plan for at least 90 calendar days. Do not extend any longer than necessary to permit 90 calendar days under the performance plan.
  • The technician is absent at the end of the appraisal period due to a work related injury. Eligible technicians who are still on agency rolls at the end of the appraisal period, but are absent due to a work-related injury, are rated based on the work performed during the appraisal period, provided they have satisfied the minimum 90 day performance period.


All approved modifications must be discussed with the technician. If considering a change to an element or standard within 90 calendar days of the end of the appraisal cycle when work requirements change or new duties are assigned, the supervisor may:

  • Revise the element or standard at the beginning of the next appraisal cycle. If the technician does not have an opportunity to perform the new element(s) for the minimum 90-calendar-day period, do not rate the revised element(s). Update the plan.
  • Extend the appraisal cycle by the amount of time necessary to allow 90 calendar days of observed performance under the revised element or standard. Extending the appraisal cycle will affect the start date of the technician’s subsequent appraisal cycle; however, the subsequent appraisal cycle should still end 31 March of the following calendar year.
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