How agency performance management systems are moving forward
- By Mary Mosquera
- Mar 27, 2009
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.
Mary Mosquera is a reporter for Federal Computer Week.