C.3.3.6 - Employee performance management
Employee Performance Management designs, develops, and implements a comprehensive performance management approach to ensure agency employees are demonstrating competencies required of their work assignments.
Design, develop and implement a comprehensive 79 performance management strategy that enables managers to make distinctions in performance and links individual performance to agency goal and mission accomplishment. This sub-function also includes managing employee performance at the individual level and evaluating the overall effectiveness of the agency's employee development approach. The recommended provisional security categorization for employee performance management information is as follows:
Security category
Confidentiality Low
The confidentiality impact level is the effect of unauthorized disclosure of employee performance management information regarding the agencies ability to design, develop, and implement a comprehensive performance management approach to ensure agency employees are demonstrating competencies required of their work assignments. In most cases, unauthorized disclosure of employee performance management information will have only a limited adverse effect on agency operations, assets, or individuals. Special Factors Affecting Confidentiality Impact Determination: Where more sensitive information is involved, it will probably be personal information subject to the Privacy Act of 1974. The Privacy Act Information provisional impact levels are documented in the Personal Identity and Authentication information type. This can result in assignment of a moderate impact level to such information. Recommended Confidentiality Impact Level: The provisional confidentiality impact level recommended for disclosure of employee performance management information is low.
Integrity Low
The integrity impact level is based on the specific mission and the data supporting that mission, not on the time required to detect the modification or destruction of information. The consequences of unauthorized modification or destruction of employee performance management information depends mostly on the criticality of the information with respect to agency mission capability, protection of agency assets, and safety of individuals. Although there can be serious short-term effects for individuals, the effects of modifications or deletion of this information are generally limited with respect to agency mission capabilities or assets. Recommended Integrity Impact Level: The provisional integrity impact level recommended for employee performance management information is low.
Availability Low
The availability impact level is based on the specific mission and the data supporting that mission, not on the time required to re-establish access to employee performance management information. Employee performance management processes are generally tolerant of delay. Typically, disruption employee performance management information can be expected to have only a limited adverse effect on agency operations, agency assets, or individuals. Recommended Availability Impact Level: The provisional availability impact level recommended employee performance management information is low.