DA Form 7222-1 "Senior System Civilian Evaluation Report Support Form"

What Is DA Form 7222-1?

DA Form 7222-1, Senior System Civilian Evaluation Report Support Form is a form used to record performance plans for civilian employees in the Senior System. The evaluation is based on the work unit's mission and the job descriptions of the individual employees. The process also includes an assessment of individual professional development expectations and pre-printed performance standards.

The latest version of the form - sometimes incorrectly referred to as the DD Form 7222-1 - was released by the Department of the Army (DA) in August 1998 with all previous editions being obsolete. An up-to-date DA Form 7222-1 fillable version is available for digital filing and download below or can be found through the Army Publishing Directorate website.

The DA 7222-1 is related to the DA Form 7222, Senior System Civilian Evaluation Report. Usually, both forms are distributed together. The DA 7222 is used to document the process or act of reviewing and evaluating the Ratee's achievements as compared to the expectations described in the performance plan.

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How to Fill out DA Form 7222-1?

Procedural guidelines and additional information can be found in the AR 690 - 400, Chapter 4302 Total Army Performance Evaluation System, revised on October 16, 1998. DA Form 7222-1 instructions are as follows:

  1. Most of the civilian employees in the Senior System will be provided with a performance plan documented using the DA 7222-1. The plan is required to be prepared within 30 days from the beginning of each rating period.
  2. Part I of the form should include the Ratee's identification data. This includes their full name, pay plan, series or grade and their organization or installation.
  3. Part II is for providing the personal information of the participants of the rating chain. Each rater should provide their name and position in the provided boxes.
  4. Part III requires the information on the counseling. The top line of the section is for specifying the rating period. The rating process includes an initial discussion, a second one at the middle of the rating period and the additional discussions at any moment they are needed. This part requires the dates of each counseling and the initials of the rated person and each member of the rating chain.
  5. Part VI is filled by the Ratee. The first box requires the duty title and responsibilities. The second box is for the major objectives and individual performance standards. The third box is for listing the Ratee's significant contributions during their service. The Ratee has to sign and date Part IV.
  6. The last part contains the pre-printed performance standards for all Senior System civilian positions
  7. The performance plan becomes effective on the day it is approved by a Senior Rater. If a Senior Rater is not included in the process, the document should be approved by a Rater.
  8. The updated copies of the current DA 7222-1 Forms must be kept by both the Rater and the Ratee.
  9. Copies of the applicable performance plan are required to be attached to the completed DA 7222 and submitted to the Civilian Personnel Office.
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Download DA Form 7222-1 "Senior System Civilian Evaluation Report Support Form"

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SENIOR SYSTEM CIVILIAN EVALUATION REPORT SUPPORT FORM
For use of this form, see AR 690-400; the proponent agency is ASA(M&RA).
PART I - RATEE IDENTIFICATION
a. NAME OF RATEE (Last, First, Middle Initial)
b. PAY PLAN, SERIES/GRADE
c. ORGANIZATION/INSTALLATION
PART II - RATING CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD IS:
NAME
POSITION
RATER
INTERMEDIATE
NAME
POSITION
RATER
(Optional)
NAME
POSITION
SENIOR
RATER
PART III - VERIFICATION OF FACE-TO-FACE DISCUSSION
The following face-to-face discussions of duties, responsibilities, performance objectives, standards, and accomplishments for the rating period
to
took place:
RATEE
RATER
INTERMEDIATE
SENIOR RATER
DATES
DATE
INITIALS
INITIALS
RATER INITIALS
INITIALS (If used)
INITIAL
MIDPOINT
PART IV - RATEE (Complete a, b, c below for this rating period)
a. STATE YOUR SIGNIFICANT DUTIES AND RESPONSIBILITIES. DUTY TITLE IS:
b. INDICATE YOUR MAJOR PERFORMANCE OBJECTIVES/INDIVIDUAL PERFORMANCE STANDARDS
DA FORM 7222-1, AUG 1998
PREVIOUS EDITION IS OBSOLETE.
APD LC v3.00ES
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SENIOR SYSTEM CIVILIAN EVALUATION REPORT SUPPORT FORM
For use of this form, see AR 690-400; the proponent agency is ASA(M&RA).
PART I - RATEE IDENTIFICATION
a. NAME OF RATEE (Last, First, Middle Initial)
b. PAY PLAN, SERIES/GRADE
c. ORGANIZATION/INSTALLATION
PART II - RATING CHAIN - YOUR RATING CHAIN FOR THE EVALUATION PERIOD IS:
NAME
POSITION
RATER
INTERMEDIATE
NAME
POSITION
RATER
(Optional)
NAME
POSITION
SENIOR
RATER
PART III - VERIFICATION OF FACE-TO-FACE DISCUSSION
The following face-to-face discussions of duties, responsibilities, performance objectives, standards, and accomplishments for the rating period
to
took place:
RATEE
RATER
INTERMEDIATE
SENIOR RATER
DATES
DATE
INITIALS
INITIALS
RATER INITIALS
INITIALS (If used)
INITIAL
MIDPOINT
PART IV - RATEE (Complete a, b, c below for this rating period)
a. STATE YOUR SIGNIFICANT DUTIES AND RESPONSIBILITIES. DUTY TITLE IS:
b. INDICATE YOUR MAJOR PERFORMANCE OBJECTIVES/INDIVIDUAL PERFORMANCE STANDARDS
DA FORM 7222-1, AUG 1998
PREVIOUS EDITION IS OBSOLETE.
APD LC v3.00ES
Page 1 of 2
c. LIST YOUR SIGNIFICANT CONTRIBUTIONS
SIGNATURE AND DATE
PART V - PERFORMANCE STANDARDS - SENIOR SYSTEM CIVILIAN POSITIONS
To derive Objectives ratings, apply the applicable performance
COMMUNICATION. Provides or exchanges accurate/complete oral
and written ideas and information in a timely manner. Listens
standards below; the standards are written at the SUCCESS level,
e.g., Ratee, in most cases:
effectively so that resultant actions show understanding of what was
said. Coordinates so that all relevant individuals and functions are
included in/informed of decisions and actions.
TECHNICAL COMPETENCE. Exhibits technical knowledge, skills,
and abilities to get desired results within established time frames and
with the appropriate level of supervision. Sets and meets realistic
FOR SUPERVISORY POSITIONS ONLY:
milestones. Establishes priorities that reflect mission and
organizational needs. Plans so that adequate resources are
available. Makes prompt and sound decisions.
ORGANIZATIONAL MANAGEMENT AND LEADERSHIP. Provides
vision and communicates mission and organizational goals to all
INNOVATION/INITIATIVE. Develops and implements or suggests
subordinates. Sets standard/leads by example.
better ways of doing business--methods, equipment, processes,
Implements/complies with appropriate DA emphasis programs.
resources. Seeks/accepts developmental opportunities. Serves on
Secures/allocates/manages resources for effectiveness and
professional/technical committees, writes technical papers, joins
efficiency. Takes timely and appropriate personnel actions.
professional societies to enhance personal knowledge and advance
Develops subordinates through mentoring, counseling, providing
state-of-the-art of profession.
challenging training and work assignments and timely performance
evaluations. Recruits and retains high quality people by creating a
RESPONSIBILITY/ACCOUNTABILITY. Uses resources prudently
positive environment that offers challenge and growth.
and for intended purposes. Complies with DA emphasis programs,
e.g., EEO/AA, safety/security, internal control, inventory
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION
management, quality assurance, personnel management, contract
(EEO/AA). Applies EEO principles to all aspects of personnel
awards to small business concerns. Supports and encourages Total
management (e.g., hiring, training, work assignments/schedules,
Army Quality (TAQ) approaches, e.g., team effort, continuous
discipline, counseling and awards). As appropriate, takes immediate
process/product improvement and customer satisfaction. Takes
corrective action if sexual harassment or other discriminatory/unfair
responsibility for personal errors, takes or proposes timely/adequate
treatment is observed, reported or suspected. Provides leadership
corrective measures. Establishes personal performance objectives
and emphasis to the execution of the Affirmative Employment Plan.
that are challenging and reflect mission needs.
Participates in EEO/AA activities and encourages subordinates to do
so.
WORKING RELATIONSHIPS. Is an effective team player. Works
well with group and others to get the job done. Exhibits a customer
care attitude; e.g., shows respect to others; is courteous and seeks
acceptable compromise in areas of difference.
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REVERSE, DA FORM 7222-1, AUG 1998
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