RPES.


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What has the researcher done, contributed, finished... particularly ... the researcher? What sort of acknowledgment (honors, stipends, and so forth.) is the researcher collecting ...
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Slide 1

RPES… An Overview for New Researchers

Slide 2

RPES… … or Research Position Evaluation System , is the component by which your evaluation will be resolved as an ARS research researcher … bears a special open door for noncompetitive progression in your vocation with ARS

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Research Position Classification Grading criteria are set up in an official Federal standard – the OPM Research Grade Evaluation Guide (RGEG) Underlying idea is "effect of the individual in the occupation" Assesses your profession since a long time ago reported commitments, and resultant stature and acknowledgment , with a clear eye on recency

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Periodic Classification Review Mandatory cyclic survey taking into account flow grade GS-12 and beneath, like clockwork GS-13, at regular intervals GS-14 and - 15, at regular intervals Exceptions which Area Director can favor Early Review Delayed Review Reevaluation Poor Performers

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Key Concepts (I) Impact is the center estimation of RPES Quality… not amount Answer the inquiry , "So what?" Review by board of associate researchers… not administration Determination… boards choose , not suggest An appointment one of a kind in the Federal Government

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Key Concepts (II) Documented … a complete and precise case writeup with strong displays is significant Detailed direction is given in Manual 431.3-ARS (Part I) Recency … researchers are not tenured in evaluation Failure to keep up levels of effect, stature, and acknowledgment causes grade support challenges

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Factor 1… 2… 3… 4 ! Variable 4 is the way to the RGEG. It executes "individual in-the-occupation" and asks a few testing questions: What has the researcher done, contributed, fulfilled … particularly as of late (since last survey)? How and where is the work reported?

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Factor 1… 2… 3… 4! (cont\'d) Who says the work is critical? How are they utilizing results? Why is the work critical (i.e., "so what"?) Who is counseling with/welcoming the researcher? What sort of acknowledgment (recompenses, stipends, and so on.) is the researcher gathering in light of the work… and from whom ?

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Quality versus Quantity (I) Impact of achievements and resultant stature/acknowledgment are the center estimations of RPES Numbers are critical , yet just as far as number of value achievements … not unimportant number of productions Impact is measured as far as the quantity of value commitments over a whole vocation … with a distinct eye toward recency

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Quality versus Quantity (II) To accomplish most extreme RPES credit, finish ments must exhibit sway as far as… Scientific brilliance, and/or Pertinence (tackle issue or spare $$$$) Factor 4 in this manner drives RGEG and RPES Explain achievements, and case/record their effect in Element An Illustrate resultant stature and acknowledgment in Elements B and C

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Time… is likewise a vital RGEG segment, since it influences effect, stature, and acknowledgment (ISR). It requires investment to assemble ISR It requires investment to keep up ISR will disintegrate after some time if not tended to

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All Activity is not Created Equal (I) There are a few degrees of action: Activity which progresses a vocation Because of its effect Activity which keeps up a profession Justifies flow grade level Activity which constrains or reduces a profession Mundane, unimportant or undirected Lower relative level of commitment/effect than prior work

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All Activity is not Created Equal (II) Inactivity is the surest approach to lose Researchers are not "tenured in evaluation" Must "continue running just to stay set up" Must perform examination to remain Cat 1 May do different sorts of work what\'s more But , should actually perform research

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What RPES Panels Look For Activity Accomplishments and commitments Balance Research Technology Transfer Special assignments Other Impact Useful and huge work Recency Current Work since last survey

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Not A Promotion System Purpose is to guarantee positions are legitimately evaluated Promotion is one of a few conceivable results Has arrived at the midpoint of 42-48% of all choices lately Do not hope to be advanced in light of the fact that you are being assessed

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Not Performance Appraisal RPES is a position grouping handle, and is not the same as execution examination Your execution is evaluated yearly, measured against models in your execution arrange; the evaluation is the premise for different HR activities (recompenses, rewards, inside evaluation builds, maintenance in the Federal administration, and so forth.) RPES assesses your position on a cyclic premise against RGEG criteria; board choices decide evaluation (and pay range)

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Closing Thoughts (I) RPES assesses what is … not what "could have been" or "ought to have been" or "may be" RPES is not a profession administration framework Panel reports won\'t let you know how to get advanced next time

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Closing Thoughts (II) RPES is a dynamic framework, constantly under audit RPES Advisory Committee Find your ebb and flow Area rep at <www.afm.ars.usda.gov/rpes/adv-01.htm> Prepare your case writeup compactly, and pick displays admirably

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Information Resources RPES Home Page <www.afm.ars.usda.gov/rpes> Research Position Evaluation Staff contacts BA, MSA, NAA, and SAA – Dana Lamberti MWA, NPA, PWA, SPA, and OIRP - Pat Humphrey Each Area Office has an assigned RPES contact Check out the other online shows in this arrangement

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