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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