Section 405. Measured Employees Performance System (MEPS) for Managers
Internal Revenue Manual Part 3. Submission Processing · 2026-10-03 edition · updated 2026-10-04 · United States
3.43.405 Measured Employees Performance System (MEPS) for Managers¶
Manual Transmittal¶
Purpose¶
(1) This transmits revised IRM 3.43.405, Integrated Management System, Measured Employees Performance System (MEPS) for Managers.
Background¶
IRM 3.43.405 provides information for the evaluation of measured employees using the Measured Employees Performance System (MEPS). In addition, this IRM includes Release Recall ranking procedures and Release Recall Listing processing guidelines for seasonal, term, and career/career conditional intermittent employees.
Material Changes¶
(1) IRM 3.43.405 revised throughout to remove references to obsolete Cincinnati and Fresno Submission Processing campus locations.
(2) IRM 3.43.405 revised throughout to remove references to obsolete “Sampling Report (MEPSAR)” and “Team Learning Curve Report (MEPTLC)”.
(3) IRM 3.43.405 revised throughout to remove references and definition for obsolete precision margin and replace with references and definition for accuracy adjustment.
(4) 3.43.405.1 Revised entire section to provide MEPS procedures and policies in a format that complies with internal control requirements as outlined in IRM 1.11.2.2.4; subsections have been renumbered. Major revisions, additions, and deletions in these subsections are listed below.
(5) 3.43.405.1.4.1(3) Added Note "Caution: MEPS reports are restricted. Access to Control-D requires a BEARS request, and access to a Manager Folder requires an IRWorks ticket. Headquarters MEPS Coordinator ensures the reports are available in the correct Control-D Folders. Sites must never submit an IRWorks ticket to add MEPS reports to any Control-D Folder."
(6) 3.43.405.1.4.1(7) Removed Control-D run times in parenthesis from the scheduled run column.
(7) 3.43.405.1.4.2 Revised retention period for report availability on Control-D from five years to four years.
(8) 3.43.405.3.4(1) Updated report generation timeframes and removed obsolete example.
(9) 3.43.405.4.1(5)(Example) Added example describing learning curve sampling requirements.
(10) 3.43.405.4.2.2(3) Obsolete procedure for converting TEPS learning curves to MEPS is removed. This procedure was only valid through 2013.
(11) 3.43.405.5.2(7)(Note) Revised the dates provided in the example to more recent timeframes.
(12) 3.43.405.5.8(2)(Caution) Obsolete caution statement removed; the cited system error has been resolved and no longer applies.
(13) 3.43.405.7.1.1(3) Revised Nationwide Sampling from 1500 to 900 based on organization change; Cincinnati and Fresno are no longer contributing campuses.
(14) 3.43.405.13.1.1(6) Revised OPM Category ratings based on organization change.
(15) 3.43.405.13.6.1(4)(Caution) Obsolete procedure regarding terminated employees removed as a result of 2017 system change.
(16) 3.43.405.13.6.1(4)(Note) Obsolete note removed.
(17) 3.43.405.13.6.2(7) Revised OPM Category Rating information based on organizational change.
(18) IRM 3.43.405 revised throughout to update organizational title Wage and Investment to Taxpayer Services due to organizational change. Various editorial changes made throughout this IRM for clarity, plain language, and grammar. Cross-references, web addresses, legal references, and links were added, removed or revised as appropriate.
Effect on Other Documents¶
Audience¶
Effective Date¶
Signed by Scott Wallace Director, Submission Processing Taxpayer Services
Program Scope and Objectives¶
Measured Employees Performance System (MEPS) provides evaluative data for the evaluation of GS-08 and below bargaining unit employees assigned to a measured performance plan in quality and/or efficiency under Numerical Performance Standards as mandated in the 2022 National Agreement. The performance standards concept requires employees are told how well they must perform to achieve rating levels 1 through 5 before the work is performed.
Background¶
MEPS was implemented consistent with the Memorandum of Understanding Covering Measured Employees Performance System For Submission Processing Center Employees between Internal Revenue Service and National Treasury Employees Union.
Effective October 1, 2013, MEPS became the system used to generate the data for quality and efficiency ratings used in annual appraisals for measured employees.
Roles and Responsibilities¶
Each Submission Processing Center determines the level of management responsible for establishing and monitoring the system.
Functional responsibility for creating and maintaining an employee’s EQSP profile is at the employee's team manager level.
Functional responsibility for assigning and updating an employee's performance plan on the EQSP profile is at the employee's team manager level.
Functional responsibility for assigning and maintaining an employee’s manage programs for quality review is at the employee's team manager level.
Functional responsibility for monitoring an employee’s learning curve sampling requirements is at the employee’s team manager level.
Functional responsibility for providing an employee’s sample pull request to the quality team manager is at the employee’s team manager level.
Functional responsibility for input of efficiency adjustments (IPR Adjustments) is at the employee’s team manager level.
Functional responsibility for input of quality adjustments is at the quality manager level within the Quality Team of the operation where the review is performed.
Efficiency base points are to be input at the operation level by the Operation MEPS Coordinator, the Operation Manager, or the Site MEPS Coordinator.
Release Recall information is to be input by the team managers for the employees within their team.
Release Recall Listings are to be requested for the operation at the Operation MEPS Coordinator, Operation Manager, Department Manager, or Site MEPS Coordinator level.
Note:¶
No site will have local agreements differing from procedures set forth in this IRM.
Each Submission Processing Center will have a Site MEPS Coordinator responsible for oversight of the MEPS program.
Systemic or procedural problems of sufficient complexity and/or scope requiring Headquarters attention should be channeled through the Site MEPS Coordinator.
Program Management and Review¶
IRM 3.43.405, Measured Employees Performance System (MEPS) for Managers of Measured Employees, contains instructions, procedures and additional information required for establishing, maintaining and processing employee performance data for the MEPS. In addition, it covers Release/Recall for all areas where employees are subject to periodic release and recall.
MEPS includes:
Measured performance plans
Learning curve
Employee performance standards (setting, revising, and deleting base points)
Quality performance data (including individual performance review and high quality work review)
Efficiency performance data (including individual performance report adjustments)
It is important that all campuses adhere to the policies and procedures set forth in this IRM to ensure MEPS is administrated consistently at all sites.
An IRM deviation request must be submitted in writing following instructions in IRM 1.11.2.2, Internal Management Documents System - Internal Revenue Manual (IRM) Process, IRM Standards, and elevated through appropriate channels for executive approval.
MEPS Reports¶
Reports generate from MEPS to Control-D and are stored and available for download or print based on permissions. The primary Control-D folder for MEPS reports is the 37MEP folder. Access to this folder is limited to Site MEPS Coordinators. Many of the MEPS reports are sorted into the individual organization management folder based on Organization Code (12MAN, 31MAN, 32MAN, 34MAN, 35MAN, 36MAN, or 37MAN).
A listing of the MEPS reports with the applicable Control-D Job Name follows:
Ad Hoc Individual Performance Report (MEPADH)
Annual Individual Performance Report (MEPAIP)
Calculated Base Point for Efficiency Report (MEPECL)
Calculated Base Point for Quality Report (MEPQCL)
EMF 3-Coded Employees (MEPE3C)
Employee Performance Standards Report (MEPEPS)
Grade Mismatch Listing (MEPEMO)
Mid-Quarter/Quarterly Efficiency Report (MEPMQE)
Mid-Quarter/Quarterly Quality Report (MEPMQQ)
Minimally Successful and Below Employees by Operation Report (MEPMIN)
Missing Employees Report (MEPEMS)
Monthly Individual Performance Report (MEPMIP)
National Rating Statistics by Service Center (MEPSNA)
Operation Rating Statistics by Team (MEPSOP)
Release Recall Final Listing (MEP514)
Release Recall Form 5141 (MEP514)
Service Center Rating Statistics by Operation (MEPSSC)
Weekly Individual Performance Report (MEPWKI)
Weekly No Volume OFP Report (MEPVOL)
Note:¶
A Campus ID Code follows each MEPS report’s Control-D Job Name and identifies the report specific to that site. The Campus ID Codes are:
Campus
Campus ID
Austin
C
Kansas City
G
Ogden
I
Headquarters
L
Example:¶
A Release Recall Final Listing generated for Austin appears on Control-D as MEP514C; The report generated for Ogden appears as MEP514I.
All MEPS reports can be printed from Control-D. The following reports are scheduled to print via normal Campus Distribution per the Service Level Agreement (SLA):
Weekly Individual Performance Reports (MEPWKI)
Monthly Individual Performance Reports (MEPMIP)
Annual Individual Performance Reports (MEPAIP)
Release Recall Listing (MEP514)
Caution:¶
MEPS reports are restricted. Access to Control-D requires a BEARS request, and access to a manager folder requires an IRWorks ticket. The Headquarters MEPS Coordinator ensures the reports are available in the correct Control-D folders. Sites must never submit an IRWorks ticket to add MEPS reports to any Control-D folder.
Note:¶
“Printed” may display in the Control-D “Remark” column if the report was added to the Control-D folder after the report run date; it is not a true indication that the report printed.
MEPS weekly, monthly, and quarterly reports run systemically after the appropriate period ending processing on a server located at the Memphis Computing Center (MCC). After the runs are complete, the output reports are accessible to each applicable campus via Control-D.
Tax Production Enforcement records are not used to establish individual measured performance standards for Tax Enforcement personnel.
MEPS reports run at a predetermined time each day, week, month, or quarter with the exception of the Ad Hoc IPR and the Release Recall Reports. It is important that sites complete required input by cut off times to ensure MEPS reports are accurate and complete prior to the scheduled run times.
Example:¶
The Employee Performance Standards must be finalized no later than the 15th day of the month prior to the beginning of the subsequent quarter. Base Points may not be raised or added by a site after the 15th day of the month cut off and is only permitted under special circumstances with Headquarters approval. (Any approved revisions or additions can only be input by Headquarters after the 15th day of the month prior to the beginning of the quarter they are effective for.)
MEPS Control-D Report Name with Control-D Job Name and scheduled run follows:
MEPS Control-D Report Name/Job Name
Scheduled Run
WEEKLY IPR (MEPWKI) EMF 3-CODED EMP RPT (MEPE3C) GRADE MISMATCH LISTING (MEPEMO) MISSING EMP RPT (MEPEMS) WEEKLY NO VOLUME RPT (MEPVOL)
Weekly, following completion of weekly processing. Week ending processing begins at 2:00 a.m. ET.
MONTHLY IPR (MEPMIP)
Monthly, following weekly processing.
MID-QTR/QTRLY EFFICIENCY (MEPMQE) MID-QTR/QTRLY QUALITY (MEPMQQ)
Mid-Quarter – After 6 weeks of the current quarter, following weekly processing. Quarterly – End of quarter following weekly processing.
CALC BP QUALITY (MEPQCL) CALC BP EFFICIENCY (MEPECL)
4:30 a.m. ET on the third Monday of the first month of the quarter.
PERF STANDARDS RPT (MEPEPS)
10:00 p.m. ET, 15th calendar day of the month prior to current quarter ending and thereafter anytime a base point is modified.
ANNUAL IPR (MEPAIP) MONTHLY IPR (MEPMIP)(end of quarter) MINIMALLY SUCCESSFUL RPT (MEPMIN) STATISTICS FOR OPER (MEPSOP) STATISTICS FOR SC (MEPSSC) STATISTICS FOR NATION (MEPSNA)
Quarterly, 15 days following the last day of the quarter.
AD HOC IPR (MEPADH) RELEASE RECALL FINAL LISTING (MEP514) RELEASE RECALL FORM 5141 (MEP514)
Daily at 10:00 p.m. ET anytime a request is input.
MEPS Record Retention¶
All MEPS record retention adheres to Document 12990.
MEPS employee performance data is maintained on the Embedded Quality for Submission Processing (EQSP) system for eight quarters plus the current quarter; this includes all quality reviews input to the EQSP system.
MEPS reports are available on Control-D for at least four years from the report run date.
MEPS Reports and NTEU¶
The following reports are provided to the local NTEU offices via the applicable NTEU site folder on Control-D (e.g. NTEU-AU):
Calculated Base Point for Quality Report
Calculated Base Point for Efficiency Report
Employee Performance Standards Report
Mid-Quarter/Quarterly Report for Quality
Mid-Quarter/Quarterly Report for Efficiency
Operation Rating Statistics by Team
Service Center Rating Statistics by Operation
Release Recall Listing
NTEU representatives are required to have access to their NTEU folder on Control-D to view the MEPS reports.
Program Controls¶
The MEPS program primary objective is to track employee performance in the Quality and Efficiency Critical Job Elements. MEPS includes:
Measured performance plans.
Employee performance standards.
Quality performance data.
Efficiency performance data.
Quality and Efficiency data is generated from data entered into EQSP and SETR, as well as the Employee Master File. The data generates to reports in the Control-D system.
Control-D reports are monitored by System Administrators, Site Administrators, Operation Managers, Department Managers, and Frontline Managers.
Terms¶
3 Coded - A numeric code generated and stored in HR Connect that identifies a former employee of the Internal Revenue Service.
40 or 25 Rule - An employee who has met the measurable work criteria must have spent at least 40% of their direct time on measured work or at least 25% of their total time on measured work.
Accuracy Adjustment - A value of two percent added to an employee’s accuracy percentage.
Accuracy Percent - The total number of correct documents divided by the total number of documents reviewed multiplied by 100.
Adjusted Accuracy Score - The accuracy percent plus the accuracy adjustment (never exceeds 100.0).
Base Point (Quality) - Represents the accuracy rate of work processed. Quality base points are set nationwide (for all sites) at the Operation Function (OF) level using the accuracy rates from the same quarter prior year. No quality base point is lower than 67.0 percent.
Base Point (Efficiency) - Represents the median production rate of work processed. Efficiency base points are set at each site at the Operation, Function, Program (OFP) level using the median production rate from the same quarter, prior year.
Confidence Level - The degree of trust in the results of the sampling process.
Critical Job Element (CJE) - A work assignment or responsibility that details a number of critical actions, objectives, and results an employee is expected to accomplish during an annual appraisal year.
Direct Time - The total of all hours worked exclusive of overhead hours. Direct hours include all 880 functions.
National Ranges (Quality and Efficiency) - A set of values which, when applied to a Base Point, produce the Numerical Performance Standards.
Employee Index (Quality) - A measure of an employee's effectiveness for Quality computed for Function as 100 * [1+(.5 * (Adjusted Percent Accurate - Base Point) / (100 - Base Point))].
Employee Effectiveness (Efficiency) - A measure of the employee's effectiveness for Efficiency computed as 100 multiplied by the employee's Documents Per Hour divided by the Base Point. This is calculated for each OFP with Numerical Performance Standards.
Employee Performance File (EPF) - An Employee Performance File (EPF) is a record of performance-related information and documentation maintained for an employee by the employee's manager.
High Quality Standard (HQS) - The minimum acceptable accuracy rate of High Quality Work. The High Quality Standard is 97.0%.
High Quality Function (HQF) - Functions within an operation that historically have an average accuracy rate equal to or greater than the HQS. OF review is performed to determine if the work will be HQF in the same quarter of the subsequent year. The employees working programs within the HQF will systemically receive the minimum employee effectiveness score required to achieve the five (5) rating for that OF.
High Quality Work - Functions with a historical accuracy rate of 97.0% or higher. These functions are referred to as High Quality Functions.
IRS EOD - The date an employee entered on duty with IRS, modified to include any prior IRS service. The IRS EOD date is not adjusted for time spent in Federal Service outside of IRS.
Learning Curve - A specified number of samples containing a specified number of documents within each sample to ensure employees receive quality review feedback on each OFP (parent) worked. Work processed on the OFP (parent) is not to be part of any evaluative data until the learning curve has been met.
Low Hour Restriction - Data is excluded from the calculated base point if an employee works an OFP fewer than ten hours unless on average the employee works more than two hours per week on that OFP. This restriction applies to efficiency only.
Measurable Work, Quality - Work is considered measurable when it is performed by an employee assigned to a measured performance plan for quality, the OF has Numerical Performance Standards, the employee completed learning curve requirements for the OFP (parent), quality review results are reported, and volume is reported for the OFP reviewed.
Measurable Work, Efficiency - Work is considered measurable when it is performed by an employee assigned to a measured performance plan for efficiency, the OFP has Numerical Performance Standards, volume is reported, and the employee has completed the Learning Curve for the OFP (parent) (if measured in quality).
Measured Employees Performance System (MEPS) - An automated system designed to provide measured ratings for Quality and/or Efficiency for GS-08 and below employees who are assigned to a Measured Performance Plan in one or both of the measurable critical elements (quality and/or efficiency). Employees are measured based on comparing actual performance to Numerical Performance Standards which are provided to employees before the work is performed.
Median - If calculating an odd number of historical rates by OFP, it is the middle production rate. If calculating an even number of historical rates by OFP, it is the average of the two middle rates.
Numerical Performance Standard - A value against which employee performance is measured. It is expressed as the mean (average) Percent Accurate (Quality) or as the median number of Documents Per Hour (Efficiency).
OFP Consistency File - A file that contains valid OFP information used to validate OFP codes used in Production Control and Accounting (PCA) runs that regulates and defines Organization/Function/Program combinations against Generalized Mainline Framework (GMF) and Master File. An OFP must be valid on the OFP Consistency File before a MEPS efficiency base point can be set.
Overhead Hours - The time spent on function code 990.
Percent Accurate - A percentage for each OFP computed as the number of documents correct divided by the total number of documents reviewed.
Performance Reports - Reports that provide information about each program worked by an employee.
Quarter - A three-month period of time. The beginning month set for the quarters are January, April, July and October.
Ratable Employee (Quality and/or Efficiency) - An employee who has met the measurable work criteria requirements of 40% measurable to direct time or 25% measurable to total time.
Release/Recall - A listing used to determine the release or recall of all Internal Revenue Service employees subject to periodic release and recall.
Rule of six (6) - At a minimum, at least six employees on a measured performance plan in efficiency must have completed the learning curve and reported time and volume to a specific/established OFP in a quarter with numerical performance standards to be measurable. They must also meet the low hour restriction.
SEID - Standard Employee Identifier is the five-digit code that uniquely ties employees to their data without using their Social Security Number.
Sixty Day Annual CJE Counter - The period of time an employee on a measured performance plan must be on measured CJEs (quality and/or efficiency) during their rating period before they can receive a measured rating. Time in non-work status and time assigned to an unmeasured performance plan are not counted towards meeting the annual 60-day requirement. Work performed during the annual CJE counter is considered measurable.
Skill Codes - An alpha/numeric code assigned to an employee upon successful completion of training and/or learning curve for use on Release Recall reports.
Time/Weight - The measurable hours worked for each OFP or OF divided by the total measurable hours.
Total Time - The total of all hours worked including function 990.
Acronyms¶
used throughout IRM 3.43.405 are:
Literal
Description
CALC
Calculated
CJE
Critical Job Element
DCI
Data Collection Instrument
DPH
Documents Per Hour
EMF
Employee Master File
EOD
Enter on Duty Date
EPF
Employee Performance File
EQSP
Embedded Quality for Submission Processing
HQF
High Quality Function
HQS
High Quality Standard
HQW
High Quality Work
IP
Individual Performance
IPR
Individual Performance Report
IQR
Individual Quality Review
IRM
Internal Revenue Manual
MEPS
Measured Employees Performance System
MOU
Memorandum of Understanding
NR
Not Ratable Employee
NTEU
National Treasury Employees Union
OF
Operation, Function
OFP
Operation, Function, Program
OJT
On-the-Job Training
OPM
Office of Personnel Management
PCA
Production and Control Accounting
PCD
Program Completion Date
PD
Position Description
PERF
Performance
RAS
Recommended Annual Sample
SCD
Service Computation Date
SEID
Standard Employee Identifier
SETR
Single Entry Time Reporting
SSN
Social Security Number
WP&C
Work Planning and Control
Performance Plan¶
A performance plan describes the critical elements of an employee’s job and the performance expectations for those elements.
A Critical Job Element (CJE) is an important part of the job. An employee’s failure to perform a CJE at a minimum standard constitutes unacceptable performance by the employee.
Employees assigned to CJE Performance Plans may either be bargaining unit or non-bargaining unit, as long as they are not managers or management officials.
The CJE Performance Plans also contain the Retention Standard for the Fair and Equitable Treatment of Taxpayers.
All employees have the following CJEs:
Employee Satisfaction-Employee Contribution.
Customer Satisfaction-Knowledge.
Customer Satisfaction-Application.
Business Results-Quality.
Business Results-Efficiency.
Depending upon the position, some CJEs may or may not be measured. This is identified by the type of performance plan assigned. There are two types of performance plans:
Measured Performance Plan.
Unmeasured Performance Plan.
Unmeasured Performance Plan¶
The Unmeasured Performance Plan provides the guidelines for evaluating employees performing unmeasured work.
Unmeasured Performance Plans are assigned to employees when all CJEs are considered unmeasurable; neither volume reported (efficiency) nor work reviewed (quality) are considered measurable.
Few Submission Processing employees are unmeasured in MEPS because most employees can be measured in at least one CJE – Quality.
Measured Performance Plan¶
For Performance Management System (PMS) purposes, employees covered by MEPS are assigned to performance plans that describe the CJEs and the performance expectations for those elements. The Measured Performance Plan provides the guidelines for evaluating employees performing measured work.
Measured Performance Plans include CJEs that can be measured against set performance standards. These CJEs are:
Business Results - Quality: the quality of work performed can be determined by quality review results.
Business Results - Efficiency: the employee’s efficiency can be determined by time and volume reported for work completed (documents per hour (DPH)).
Under MEPS, an employee can be measured in one or both of the measurable CJEs - Quality and/or Efficiency. For example, some employees in the Accounting Operation could be measured in quality and unmeasured in efficiency.
All GS-08 and below Submission Processing employees have the potential of being measured in MEPS in at least one critical element – Quality. This includes Quality Reviewers and Team Leads because employees in these positions often spend a portion of their time completing work subject to quality review.
Under MEPS, if work in a function can receive quality review, the function should be measured.
Annual measured ratings for quality and/or efficiency calculate only for employees who have been under critical job elements for 60 days during each annual rating period.
Note:¶
An employee’s performance plan is not effective until the manager selects a measured performance plan on the employee’s EQSP profile screen; the MEPS measured CJE day counter begins on the Sunday when the manager selects "Measured" for either the Quality Performance Plan or the Efficiency Measured Performance and the employee submits Form 3081 data. Seven days count towards the 60-day requirement anytime an employee submits Form 3081 data, regardless of the number of days worked during that week.
Exception:¶
Time in non-work status and time assigned to an unmeasured performance plan are not counted towards meeting the 60-day requirement. Approved leave, AWOL, overhead, training, etc., are counted towards meeting the 60-day requirement.
Caution:¶
An employee newly assigned to measured CJEs should not be placed on a plan until they complete training. For example, newly hired employees in a two-week training class are placed on a measured performance plan when the two-week training class is completed.
Note:¶
A requirement that all newly hired employes must perform under a measured performance plan for a period of 63 calendar days or more for work to be considered measurable was removed from MEPS programming effective 06/12/2016; all employees are required to be on measured CJEs at least 60 days annually before the work they complete is considered measurable per 2022 National Agreement.
Assigning Performance Plans¶
Use Form 6774, Receipt of Critical Job Elements and Fair and Equitable Treatment of Taxpayer Retention Standard, to inform employees of their assigned position description, CJEs, and performance plan. Form 6774 must be signed by the employee and the manager following a discussion of the CJEs; provide one copy to the employee and place one copy in the Employee Performance File (EPF).
The employee's position description (PD) does not determine the type of performance plan an employee is on. Numerous employees can be on the same PD; some will be measured on a CJE, others will be unmeasured based on the type of work they are processing:
Business Results - Efficiency should be measured if the volume of the work processed can be measured.
Business Results - Quality should be measured if quality review can be performed on the finished work product.
If Employee Is...
Then Assign Employee To...
Measured in Quality and/or Efficiency
A measured performance plan.
Unmeasured in Quality and Efficiency
An unmeasured performance plan.
An employee profile must be available in the EQSP system to designate the type of performance plan an employee is assigned. It is the gaining manager's responsibility to ensure each employee is assigned the correct performance plan.
When an employee’s profile is created, the employee is placed on a performance plan for quality and efficiency and the performance plan becomes effective.
The Performance Plan Section of the "Add Employee Profile" screen contains fields for:
Quality Plan - defaults to Measured for the Employee role and for the Quality Reviewer role; Unmeasured is available in the plan drop-down list.
Efficiency Plan - defaults to Measured for the Employee role and to Unmeasured for the Quality Reviewer role; Unmeasured is available for the Employee role in the plan drop-down list and Measured is available for the Quality Reviewer role in the plan drop-down list.
Plan Date - "Select One" displays in the Plan Date field; the current week's Sunday date and the subsequent week's Sunday date are available in the Plan Date drop-down list.
Note:¶
If not selected, "Please Select a Plan Date" message generates. The prompt to select a plan date does not generate on edited profiles.
Caution:¶
A Performance Plan start date is required when a Quality Reviewer’s quality profile is created. The manager needs to either: • Provide the Performance Plan start date in the BEARS request, or • Create an employee profile for the quality reviewer with the plan start date; profile will then be edited to Quality Reviewer role based on the BEARS request.
The performance plan start date is determined by the date selected in the Plan Date field and will therefore always be either the current week's Sunday date or the subsequent week's Sunday date. (A performance plan always begins on a Sunday - the first day of the processing week.)
Reminder:¶
The 60-day annual CJE counter begins on the Sunday that the performance plan begins provided Form 3081 is submitted (time is entered in SETR); from then on, it accrues in increments of 7 days when employee submits Form 3081 (time is entered in SETR) until the 60-day requirement is met.
Caution:¶
It is critical that the employee's profile is created timely and the Plan Date selected based on the effective measured performance plan start date. The date cannot be backdated. The performance plan start date can only be one of two dates: the current Sunday's date or the subsequent Sunday's date.
Managing Performance Plans¶
The Quality Plan and Plan Date and the Efficiency Plan and Plan Date must be kept current to ensure the employee’s performance plan is correct. If at any time a measured employee becomes unmeasured in quality and/or efficiency, the performance plan(s) must be changed to unmeasured.
Performance Plan and Plan Date changes are completed on the "Manage Employee Performance Plans" screen that generates when "Manage Plans" is selected on the Employee Profile screen.
When the plan is updated (changed from Measured to Unmeasured or from Unmeasured to Measured), the Performance Plan End Date sets to the current week's Saturday date and the Start Date for the new plan sets to the next Sunday date. The Manage Employee Plan Performance screen retains and displays a history of the Performance Plans with all Start Dates and End Dates.
Caution:¶
Performance Plans must be updated timely as dates can never be earlier than the subsequent week. Individual Performance Reviews cannot be recorded until the employee is on a Measured Performance Plan. IPRs will not generate if the employee's performance plans are marked as unmeasured in both Quality and Efficiency.
Base Points/Numerical Standards¶
A base point is a specific performance level. A numerical performance standard is a set value against which employee performance is measured for a measurable CJE (Business Results - Quality and/or Business Results - Efficiency).
MEPS provides an automated means for setting and monitoring base points that are used to establish Numerical Performance Standards for evaluating employees on a Measured Performance Plan.
Local NTEU chapters must be notified of proposed changes to Base Points/Performance Standards at least two weeks prior to their implementation date. NTEU has the right to discuss the proposed changes with management in meetings held at the department level.
Reminder:¶
The Numerical Performance Standards Report (MEPEPS) is supplied to NTEU at each site via Control-D.
NTEU has the right to bargain over adverse impact in the implementation of new or revised Numerical Performance Standards if:
Established procedures for setting base points/performance standards are not followed.
The National Ranges are revised.
Base Points¶
Quality base points represent the accuracy rate of work processed nationally (across all sites); they are set at the Operation, Function (OF) level. Headquarters MEPS Coordinators are responsible for establishing Quality Base Point/Numerical Performance Standards.
Efficiency base points represent the number of documents processed per hour at each individual site; they are set at the Operation, Function, Program (OFP) level. Each site determines the level of management responsible for establishing Efficiency Base Point/Numerical Performance Standards but the responsibility for a final Efficiency Base Point/Numerical Performance Standards review should not be delegated below the Operation MEPS Coordinator level.
Setting Quality Base Points¶
Calculated quality base points are the starting point for setting quality base points.
Calculated quality base points are computed each quarter using performance data of employees from the same quarter of the prior year who:
Were on a measured quality performance plan when the work was performed.
Completed the learning curve requirements for the OFP (parent).
Reported time and volume to the applicable measured OF.
Were grade GS-08 or below.
Note:¶
Base point calculations exclude 3-coded employees.
Quality base points are calculated:
Nationally at Headquarters level for all Submission Processing sites.
At the OF (parent) level.
As the average of all measured review performed for the OF during the same quarter, prior year.
As High Quality Function (HQF) if Individual Review from the same quarter, prior year produced an accuracy rate equal to the High Quality Standard (HQS) of 97% or higher.
Note:¶
Measured review includes Individual Performance Review, Team Defect Review, and High Quality Work Review.
Calculated quality base points can be retained, adjusted, or deleted (lowered to zero). Revisions to calculated quality base points occur in rare instances because they include data from all sites and are set by the OF (parent); revisions are completed at the Headquarters level.
Setting Efficiency Base Points¶
Calculated efficiency base points are the starting point for setting efficiency base points.
Calculated efficiency base points are computed each quarter using performance data of employees from the same quarter of the prior year who:
Were on a measured efficiency performance plan when the work was performed.
Reported time and volume to the applicable measured OFP.
Were grade GS-08 or below.
Note:¶
Calculated efficiency base points exclude data worked while an employee is on a quality learning curve for the OFP (parent).
Reminder:¶
Base point calculations exclude 3-coded employees.
Data is excluded from the efficiency calculated base point if an employee did not work the OFP at least 10 hours during the quarter, unless the employee worked the OFP more than average of 2 hours per week. This is referred to as the Low Hour Restriction.
Employees 1, 2, and 4 listed in the table below met the Low Hour Restriction:
Employee
Volume
Hours
Weeks Worked
Docs Per Hour
Low Hour Restriction
1
338
10.7
5
31.6
Data included - worked at least 10 hours in the quarter.
2
218
8.1
3
26.9
Data included - averaged more than 2 hours per week.
3
100
4.0
2
25.0
Data excluded - did not average more than 2 hours per week
4
53
2.1
1
25.2
Data included - averaged more than 2 hours per week
The calculated base point process requires at least six records (after employee accountability and low hour restriction is applied) for calculation of an OFP efficiency base point; this is referred to as the Less Than 6 Rule.
Efficiency base points are calculated:
For each Submission Processing site.
At the OFP level.
As the median efficiency rate for the OFP during the same quarter, prior year after the Low Hour Restriction and Less Than 6 Rule are applied.
Management determines if an efficiency base point is required for each OFP worked at their site within their operation. Efficiency base points should be set for all measurable work.
Calculated efficiency base points can be retained, adjusted, or deleted (lowered to zero). Examples of justification for adjusting (raising or lowering) a calculated base point include:
Current skill level of the employees differs significantly from the skill level of the employees who worked the program the prior year.
Work process or procedures changed.
New or revised forms were implemented.
Note:¶
If four distinct Efficiency Numerical Performance Standards are not produced from the calculated base point, the base point must be raised or deleted (lowered to zero).
Efficiency base points for OFPs that did not produce a calculated base point may be added. Examples of data used to determine a base point for a program include:
PCA reports (Production Control Accounting).
PCC reports (Production Control and Performance Reporting).
History from like programs.
Rates from the same program from other sites.
Volume reported in SETR (employees reported time and volume for Form 3081).
Note:¶
An OFP must be valid on the OFP Consistency File before it is to be available in the MEPS (EQSP system) add a base point program. Campuses can update the fifth digit of the program codes locally by requesting the program code through their P&A (Planning & Analysis) Analysts. Campuses do not have the capability to add or change OFP parent codes; these changes are generally requested by the Headquarters Program Analysts and approved by the OFP Analyst in the Submission Processing Resource Section.
Numerical Employee Performance Standards¶
Numerical Performance Standards are required to determine levels of employee performance.
MEPS quality base points and efficiency base points are used to determine Quality Numerical Performance Standards and Efficiency Numerical Performance Standards for ratings levels 2-5 as follows:
Below level "2" is certified and rated as "1" , unacceptable performance.
Level "2" defines minimally successful performance.
Level "3" defines fully successful performance.
Level "4" defines exceeding fully successful performance.
Level "5" defines outstanding performance.
Note:¶
Encourage employees to perform at level “3”, fully successful, or above.
National Ranges¶
There are two unique sets of National Ranges: one set for Quality and the other set for Efficiency.
These ranges are applied to each Quality OF base point and to each Efficiency OFP base point to establish Numerical Performance Standards.
Ranges are indexes of performance designed to:
Define the amount of effort required to achieve a given rating.
Ensure the amount of effort required to achieve a given rating is equal for all base points, regardless of the established base point.
The National Ranges as stated in the 2022 National Agreement Article 12, Section 20 F are:
Performance Rating
2
3
4
5
Quality National Range
77
95
125
140
Efficiency National Range
70
90
120
140
Numerical Performance Standards - Formulas¶
Formulas used to compute Quality Performance Standards and Efficiency Performance Standards ensure there is a different standard for each rating for a specified quality base point (QBP) and a specified efficiency base point (EBP).
The Quality Performance Standard formula is: QBP + {[(National Range Level – 100) / 50] (100 – QBP)} = Quality Performance Standard.
The performance standard to achieve a “5” rating (National Range Level 140) for a quality base point of 89.0 is 97.8. The computation is shown in the example below.
Example:¶
89 + {](140 – 100) /50] (100 – 89)} = 89 + (0.8) (11) = 97.8.
The Efficiency Performance Standard formula is: EBP (National Range Level) / 100 = Efficiency Performance Standard.
The performance standard to achieve a “5” rating (National Range Level 140) for an efficiency base point of 30.1 is 42.1. The computation is shown in the example below.
Example:¶
30.1(140)/100 = 4214/100 = 42.1.
Performance Standards calculations appear as rounded to the nearest tenth on all MEPS reports.
Calculated Base Points Reports¶
The Quality Calculated Base Point Report and the Efficiency Calculated Base Point Report run on the third Monday of the first month of the quarter prior to the quarter they are effective. This ensures there is ample time to review the reports and set the base points for the upcoming quarter correctly.
Example:¶
Calculated Base Point Reports generate on the third Monday of October; the reports contain the calculated base points and performance standards for the January through March quarter. Base Points cannot be added for a quarter until after the Calculated Base Point Reports run.
The quality report lists all OFs (parent) by operation worked by employees measured in quality who met the learning curve for the OFP (parent) and had Individual Performance Review performed and recorded in the EQSP system.
The efficiency report lists all OFPs by operation worked by employees measured in efficiency who reported time and volume for the OFP in SETR.
The Calculated Base Point for Quality Report and the Calculated Base Point for Efficiency Report are available on Control-D. The Control-D Report Names and Job Names are:
CALC BP QUALITY, MEPQCL.
CALC BP EFFICIENCY, MEPECL.
These reports serve as tools for management to record changes to the base points. Management must review and validate each base point. The calculated base point is used to compute the employee performance standard unless revisions are made to establish a more accurate base point.
If an efficiency base point needs to be changed, deleted (lowered to zero), or added, management must make the necessary annotations on the report and submit to the designated person for input.
Input of any revisions, deletions, or additions must be completed prior to 14 days before the beginning of the quarter they are effective.
Reminder:¶
The 2022 National Agreement states “the local chapter will be provided with proposed changes to performance standards at least two (2) weeks in advance of their proposed implementation date.” Local NTEU chapter can request meetings to discuss any change and request justification for the change.
Note:¶
The Calculated Base Point Reports are available to NTEU on Control-D.
The Site MEPS Coordinator should review all Efficiency Base Points. The base points are revised in MEPS through the EQSP system by the Site MEPS Coordinator, Operation Manager, or Operation MEPS Advisor.
Note:¶
All base points (quality and efficiency) can be viewed by management on the Base Point screens in MEPS (EQSP system).
Quality Calculated Base Point Report - Description¶
The Calculated Base Point for Quality Report displays:
Report Name - Calculated Base Point For Quality.
Site - National (quality base points are computed nationally).
Period - Quarter covered in MM/DD/YYYY - MM/DD/YYYY format.
Report Run Date - MM/DD/YYYY (third Monday of the first month of the quarter prior to the quarter they are effective).
Operation - Two-digit Operation Code.
Function - Three-digit Function Code (parent).
Quarter - YYYYMM (the quarter the data is pulled from - same quarter prior year).
Site - All Submission Processing sites are listed: Austin, Kansas City, Ogden, and "National Quality" .
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