Keith’s note: this went out to NASA today from Matt Anderson: NASA Civil Servants, As we begin the FY26 annual performance closeout period, I want to share important updates based on new guidance we received from the U.S. Office of Personnel Management (OPM) and reaffirm agency expectations around performance ratings.
OPM recently issued federal-wide guidance on performance ratings and awards, limiting Level 4 and Level 5 ratings to no more than 40% of employees in FY26 (calculated separately for executives and GS employees). The 40% allocation is a maximum, not a goal. Every Level 4 or Level 5 rating will be carefully considered and assigned when truly exceptional performance merits it.
Administrator Isaacman and I know that the work you do matters – to NASA, to our nation, and to the future of space exploration. Excellence is what we all strive for at the world’s greatest space agency, and a Level 3 rating reflects that high standard and remains NASA’s rigorous baseline of excellence.
Ratings will be calibrated at each OIC level to ensure consistency in applying Level 4 and 5 ratings. We’ll use the following factors when rebalancing ratings is required:
- Level 3: Fully meets baseline expectations in alignment with NASA’s strategic goals and objectives as outlined in performance plans.
- Level 4: Meaningfully exceeds baseline expectations in alignment with NASA’s strategic goals and objectives as outlined in performance plans.
- Level 5: Consistently and significantly exceeds baseline expectations with extraordinary mission-shaping impact that advanced NASA’s strategic goals and objectives as outlined in performance plans.
This year we are piloting a new approach to GS awards and recognition by dedicating 100% of the awards budget towards special act awards. Our goal is to provide supervisors with maximum flexibility to recognize the workforce as mission milestones and accomplishments occur, while using the performance process to enable meaningful development conversations.
My expectation is that every leader, supervisor, and employee will actively engage in the performance management process to ensure our agency receives maximum benefit. We’re setting a higher standard – together.
Thank you for your dedication and commitment to NASA’s mission.
Matt Anderson
NASA Deputy Administrator
For more information, visit the GS Performance Management page and the Awards and Recognition page. Executives can find more information on the Executive Services Performance Management page. Executive performance closeout guidance will be distributed separately.
