Performance Management
Overview
Performance management is an ongoing process shared by a supervisor and employee that encompasses planning, performing, and evaluating work to support the organization in meeting its objectives. Employee performance is enhanced through coaching and mentoring. Frequent, timely, and two-way communication leads to a clearer understanding of performance expectations and is essential if performance management is to be successful.
Managing performance is a critical and required responsibility of all supervisors. It involves both positive reinforcement and recognition, and the willingness and know-how to address inadequate and unsatisfactory performance. Dealing with poor performance can be challenging and one of the toughest jobs of a supervisor.
All agency heads are encouraged to not only emphasize the completion and timeliness but also the quality and usefulness of employee performance reviews as part of the overall performance management process. Performance management entails constructive direction, training, assessment, feedback, and recognition of employees by managers and supervisors to assure a competent, high-performing, and motivated workforce.
Raters should receive training in their respective agencies on performance management and, likewise, be held accountable for conveying performance standards and giving performance feedback to employees. Reviewing offers also should understand and be held accountable for their role in the performance management process and for ensuring consistency among ratings. Particular emphasis should be given to completing high-quality, substantive, and timely performance reviews for Deputy Secretaries/Executive Deputies and Senior Management Service/Executive Management employees who have broad policy participation and management responsibility to not only provide performance feedback but to establish the expectation for completing timely reviews for first-level and mid-level managers and supervisors.
Each employee should be able to answer the following questions:
- How does his or her work contribute to the goals of the organization?
- What does his or her manager expect of them?
- Is he or she meeting the expectations of the manager and organization?
If the employee and supervisor do not share a mutual understanding of the answers to these questions, both may become frustrated and the needs of the organization may not be fully met.
Performance management is more than conducting periodic performance reviews or documenting employee performance. Performance management begins with establishing performance standards and expectations, and is driven, in part, by frequent communication regarding progress toward meeting these goals.
ADVANTAGES OF PERFORMANCE MANAGEMENT
Performance management requires an investment of time and attention by the manager, supervisor, and employee.
A solid investment in performance management:
- Aligns each employee's goals with the strategic goals of the organization
- Ensures that employees understand what they are to do, how to measure success, and how to prioritize their workload
- Leads to self-sufficient employees who require fewer interventions by supervisors and managers
- Demonstrates a commitment to recognize and reward excellent performance
- Demonstrates a commitment to isolate and correct sub-standard and unsatisfactory performance
- Enables supervisors to hire and retain top performers, particularly critical for employees in probationary status
- Enables a greater utilization of the probationary period
- Identifies valuable performers for recognition, development, and more frequent and higher-level opportunities
PERFORMANCE MANAGEMENT MODEL
Performance management is an ongoing, continuous process comprised of many activities. These activities are generally conducted in four major phases - planning, observing, coaching, and recording. Communication is the key element that must be present throughout each of the phases.
