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.