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Justice, Fairness, Inclusion, and Performance.

Departmentofthe Navy Two Level Performance Mgmt Prog

Department of the Navy: Two-Level Performance Management Program

To gauge the effectiveness of its Two-Level Program, the Office of the Deputy Assistant Secretary of the Navy (Civilian Personnel/Equal Employment Opportunity) of the Department of the Navy (DON) engaged the services of the National Academy of Public Administration’s (the Academy) Center for Human Resources Management (CHRM).

The Academy review focused on the extent to which implementation of the DON Two-Level Program fosters adherence to critical program elements including system requirements, awards and recognition, career development and advancement, a more productive environment, and improved communication and feedback.

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Key Findings

  1. Most supervisors are providing timely mid-year reviews and performance appraisals to their employees but many are not providing performance plans in a timely manner.
  2. Many supervisors are having difficulty in providing regular performance feedback to employees because of their production demands.
  3. There has been a shift to ongoing versus end-of-year awards in many DON command activities but many employees feel not enough supervisors are recommending employees for awards.


  1. Provide checklists for supervisors for monitoring performance in their activities. Where appropriate, strengthen supervisory performance management standards.
  2. Top management should periodically reemphasize performance management responsibilities.
  3. DON HR should reinforce awards and recognition objectives and identify and clarify awards criteria for supervisors and employees.