All performance management programs used within the Marine Corps will be two-level summary rating programs as defined in references (a) and (b) effective with the 1998-1999 performance rating periods. Performance management is an essential element of Marine Corps policy to recognize civilian employee standards of excellence and provide a system of recognition for work well done. To acknowledge employees accomplishments above normal expectations of performance of duties, commanders shall make every effort to use the mode of rewards found in references (c) and (d). It is important to recognize employee contributions to the Marine Corps and the unit mission thereby fostering attitudes of excellence to develop leaders for the 21st Century. Promotions and hiring for positions are dependent on the excellence of the employees’ contributions.

a. The following is policy for implementation:

(1) The appraisal performance rating levels are "Acceptable or Unacceptable."

(2) Enclosure (1) will be used in evaluating the performance of all civilian employees in the Marine Corps. Electronic form access is available.

(3) Reduction-in-force (RIF) policy is provided in detail in paragraph 13e of this order.

(4) Enclosure (2) provides examples of statements that would be appropriate for Critical Elements for performance appraisal.

(5) Critical elements in the performance appraisal shall include specific technical, security, or supervisory performance required of the employee as described under additional performance requirements at enclosure (3).