Workforce Planning Portal
STEP FOUR: IMPLEMENTATION

Performance Management

Although improving employee performance often requires a multi-faceted approach involving staffing, policy and training, an important gap-closing strategy centers on improving the agency’s performance management system.


Tool Kit - Competency-Based Performance Management (Microsoft Word form)
Comprehensive guide to understanding competency-based Performance Management, including hands-on tools:


We define three phases of the performance management process:


Phase 1 – Performance Planning: During Phase One, supervisors and their direct reports:

  • Identify major work objectives.
  • Review competencies.
  • Establish individual development plans (IDPs).
  • Identify action steps for achieving both the performance objectives and personal development.

Phase Two – Monitoring and Coaching: During Phase Two, supervisors work closely with direct reports to monitor progress toward meeting the major work objectives and follow through with planned professional development activities.


Phase Two is really the backbone of the successful performance management system – it is a continuous process. Employees need regular reinforcement to help maintain focus on their goals, and get regular encouragement to participate in professional development activities.


Phase Three – Evaluation: During Phase Three, supervisors evaluate performance results for objectives, Individual Development Plans and competencies. The process is most effective when employees participate fully by completing self assessments of their objectives and competencies.


 


 

GAP–CLOSING STRATEGIES

 

Competency Model

 

Recruitment

 

Selection

 

Retention

 

Performance Management

 

Professional Development

 

Succession Planning

 

 > STEP FIVE: EVALUATION

 

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IMPLEMENTATION TOOLS: