PERFORMANCE MANAGEMENT FOR MARINE CORPS NONAPPROPRIATED FUND PERSONNEL
Date Signed: 3/19/2019 | MARADMINS Number: 169/19
MARADMINS : 169/19

R 191725Z MAR 19
MARADMIN 169/19
MSGID/GENADMIN/CMC WASHINGTON DC MRA MF (UC)/F002//
SUBJ/PERFORMANCE MANAGEMENT FOR MARINE CORPS NONAPPROPRIATED FUND (NAF) PERSONNEL//
REF/A/MSGID:DOC/DODI 1400.25 VOL 1404/YMD:20140626//
REF/B/MSGID:DOC/MCO P12000.11A W/CH 5/YMD:20140916//
REF/C/MSGID:DOC/CONSOLIDATED MASTER LABOR AGREEMENT/YMD:20170126//
REF/D/MSGID:DOC/GUIDANCE ON CHANGES TO NAF LABOR/YMD:20140908//
NARR/REF A IS DODI 1400.25 VOLUME 1404, NONAPPROPRIATED FUND (NAF) PERFORMANCE MANAGEMENT PROGRAM. REF B IS MCO P12000.11A W/CH 5, MARINE CORPS NONAPPROPRIATED FUND PERSONNEL POLICY MANUAL. REF C IS THE CONSOLIDATED MASTER LABOR AGREEMENT BETWEEN THE UNITED STATES MARINE CORPS AND THE AMERICAN FEDERATION OF GOVERNMENT EMPLOYEES. REF D IS THE GUIDANCE ON CHANGES TO NAF LABOR, MANAGEMENT AND EMPLOYEE RELATIONS.//
POC/D. RAY/NF-05/UNIT:MRG/-/TEL:703-432-0433.//
GENTEXT/REMARKS/1.  This is a joint message being released by the Marine and Family Programs Division and the Business and Support Services Division.  Per reference (a), this MARADMIN provides guidance to Marine Corps NAF Personnel and supervisors of Marine Corps NAF personnel regarding the Marine Corps NAF automated performance appraisal process via the Human Resources Management System (HRMS) which was implemented across the Marine Corps on 1 April 2018.   The Marine Corps NAF performance year begins on 1 April and ends on 31 March the following year.
2.  The Marine Corps NAF performance process is intended to:
a. Focus on employee engagement, development, performance, and accountability.
b. Align individual employee goals with organizational mission goals by supporting alignment and cascading of established organizational goals from executive to employee.
c. Create a culture of engagement by fostering ongoing feedback, constructive informal interactions, and continuous learning for supervisors and employees at every level.
d. Emphasize the continuous nature of performance management while deemphasizing the final performance appraisal discussion by:
(1) Providing opportunity for continuous dialogue that allows for timely recognition and reward.
(2) Addressing technical and interpersonal development early and often.
3. Procedural guidance for the management of the Marine Corps NAF personnel performance appraisal process and instructions on goal setting and conducting feedback sessions will be issued within 90-days from the release of this MARADMIN.
4.  NAF Human Resources Offices are responsible for training affected personnel and supervisors on the automated process via in-person training to the greatest extent possible. Remotely situated employees and supervisors may access online tutorials utilizing Ethos Learning.
5.  Questions regarding this message can be addressed to the POC identified above.
6.  Release authorized by SES M.C. Balocki, Director, Marine and Family Programs Division, Manpower and Reserve Affairs.//