How agency performance management systems are moving forward

Current performance process of many agencies

One-way communications between supervisor and employee:

  • Evaluates how employee performs activities of job title.
  • Evaluates personal characteristics of employee, such as cooperativeness.

Building blocks that demonstrate agency becoming performance oriented:

  • Agency leadership establishes comprehensive strategic plan and measurable goals.
  • Organization executives determine team performance goals that are measurable and link with agency goals.
  • HR trains supervisors to coach and communicate often with employees and seek feedback often through informal conversations.
  • Agency chief information officer implements computer application for transparency of performance process.

Effective performance management system

Two-way communications between supervisor and employee:

  • Ongoing communications.
  • Negotiation and agreement about employee’s performance goals that can be measured and linked to performance goals of employee’s organization.
  • Transparency of employee goals and progress in computer application so employee and supervisor can track progress, communicate, make changes when needed.
  • Pay increase linked to employee and team performance.
  • Employees can support effective performance-management system that fosters trust and fairness.

About the Author

Mary Mosquera is a reporter for Federal Computer Week.

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Reader comments

Thu, May 7, 2009

What a shock. Someone who understands working for a US Federal Agency. We find it's the "Negotiation and agreement" part that usually breaks. Local research shows it breaks at executive level first and gets worse as the breakage cascades down through the organisation. Research data available at the Performance Management Institute of Australia website. Keep up the great communications. e.g. only 10.8% of axecutives have received performance training at any time during their lifetimes ! Small wonder the process breaks so high up.

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