SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
Memoranda and Publications Related to Performance Management and Using Analytics:
The Basic SES Appraisal System
President's 2013 Budget: Chapter on Performance Management
The 2010 Government Performance Results Modernization Act (GPRA2010)
OPM’s Training Evaluation Field Guide
This video provides a synopsis of OPM's Training Evaluation Field Guide. Agencies should use the field guide to evaluate the effectiveness of their training and training programs.
NRC New Supervisor Training – Nuclear Regulatory Commission (NRC) & National Cancer Institute (NCI)
These webcasts are examples of how agencies consider training in the performance of their supervisors (the NCI training begins at 26 min:55sec)
Reducing Crime in Indian Country Through the Use of Analytics
Michael Miller, Acting Deputy Associate Director for Law Enforcement Operations at the Bureau of Indian Affairs (BIA), Office of Justice Services, provides a talk on how the Bureau of Indian Affairs changed the way it analyzed crime statistics and used that enhanced perspective to help reduce violent crime in Indian Country.
Performance Improvement Community MAX Page:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site using the instructions below.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
Memoranda and Publications Related to Performance Management and Using Analytics:
The Basic SES Appraisal System
President's 2013 Budget: Chapter on Performance Management
The 2010 Government Performance Results Modernization Act (GPRA2010)
Making the Right Connections: Targeting the Best Competencies for Training
This webcast features the Merit Systems Protection Board study on the trainability of competencies. This study is useful in determining methods of training for various competencies.
OPM’s Training Evaluation Field Guide
This video provides a synopsis of OPM's Training Evaluation Field Guide. Agencies should use the field guide to evaluate the effectiveness of their training and training programs.
NRC New Supervisor Training – Nuclear Regulatory Commission (NRC) & National Cancer Institute (NCI)
These webcasts are examples of how agencies consider training in the performance of their supervisors (the NCI training begins at 26 min:55sec)
Reducing Crime in Indian Country Through the Use of Analytics
Michael Miller, Acting Deputy Associate Director for Law Enforcement Operations at the Bureau of Indian Affairs (BIA), Office of Justice Services, provides a talk on how the Bureau of Indian Affairs changed the way it analyzed crime statistics and used that enhanced perspective to help reduce violent crime in Indian Country.
Performance Improvement Community MAX Page:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site using the instructions below.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
Memoranda and Publications Related to Performance Management and Using Analytics:
The Basic SES Appraisal System
President's 2013 Budget: Chapter on Performance Management
The 2010 Government Performance Results Modernization Act (GPRA2010)
OPM’s Training Evaluation Field Guide
This video provides a synopsis of OPM's Training Evaluation Field Guide. Agencies should use the field guide to evaluate the effectiveness of their training and training programs.
NRC New Supervisor Training – Nuclear Regulatory Commission (NRC) & National Cancer Institute (NCI)
These webcasts are examples of how agencies consider training in the performance of their supervisors (the NCI training begins at 26 min:55sec)
Reducing Crime in Indian Country Through the Use of Analytics
Michael Miller, Acting Deputy Associate Director for Law Enforcement Operations at the Bureau of Indian Affairs (BIA), Office of Justice Services, provides a talk on how the Bureau of Indian Affairs changed the way it analyzed crime statistics and used that enhanced perspective to help reduce violent crime in Indian Country.
Performance Improvement Community MAX Page:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site using the instructions below.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
Memoranda and Publications Related to Performance Management and Using Analytics:
The Basic SES Appraisal System
President's 2013 Budget: Chapter on Performance Management
The 2010 Government Performance Results Modernization Act (GPRA2010)
Performance Improvement Community MAX Page:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site using the instructions below.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
Memoranda and Publications Related to Performance Management and Using Analytics:
The Basic SES Appraisal System
President's 2013 Budget: Chapter on Performance Management
The 2010 Government Performance Results Modernization Act (GPRA2010)
Performance Improvement Community MAX Page:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site using the instructions below.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
Memoranda and Publications Related to Performance Management and Using Analytics:
Performance Improvement Community MAX Page
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site using the instructions below.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
Performance Management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. In other words performance management is the use of performance measurement information to:
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
Performance Management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. In other words performance management is the use of performance measurement information to:
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
Performance Management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. In other words performance management is the use of performance measurement information to:
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
Performance Management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. In other words performance management is the use of performance measurement information to:
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
Performance Management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. In other words performance management is the use of performance measurement information to:
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
SOURCE: Serving the American Public: Best Practices in Performance Measurement, NPR, June 1997.
The singular function of training within performance management is to help facilitate change. Training facilitates capability building of individuals, which in turn can bring about the desired change an agency is seeking at the individual level and, subsequently at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
https://max.omb.gov/community/display/HumanCapital/HRstat+Pilot+2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
For up-to-date information and training from the Performance Improvement Community please log onto their MAX site
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
Accessing the Site/Joining the Community
1. If you do not have a MAX account, register for an account at: https://max.omb.gov/maxportal/registrationForm.action
2. Once you have registered, or if you already have an account, you can join the community for this site by clicking here: https://max.omb.gov/maxportal/register/group/AGY-OMB-PICCONTRIBUTE
Note: Once you have joined the community, you can also access the site through this link: https://max.omb.gov/community/display/OMB/Performance+Management+Information+Resources+-+A+Community+Site
Becoming a member of the community enables you to view and download information from the site. Additional permissions may be added for community members as the site evolves.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly.
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
OPM is currently hosting a series of webcasts on using analytics led by agencies identified as Best Practice agencies in the President's FY 13 Budget and in the Partnership for Public Service's publication From Data to Decisions. We will post the webcasts shortly. 6/14/2012
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
U.S. Congressional Research Service (CRS)
Federal Evaluators
American Evaluation Association (AEA)
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
This webcast features the Merit Systems Protection Board study on the trainability of competencies. This study is useful in determining methods of training for various competenies.
http://www.youtube.com/watch?v=TKt5KzlbZs8&feature=youtu.be
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
This webcast features the Merit Systems Protection Board study on the trainability of competencies. This study is useful in determining methods of training for various competenies.
http://www.youtube.com/watch?v=TKt5KzlbZs8&feature=youtu.be
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
This webcast features the Merit Systems Protection Board study on the trainability of competencies. This study is useful in determining methods of training for various competenies.
http://www.youtube.com/watch?v=TKt5KzlbZs8&feature=youtu.be
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
The singular function of training within performance management is to help produce change. Training facilitates the upgrading of a person’s skill or the addition of a new skill, which in turn can bring about the desired change an agency is seeking at the individual level and/or at the organizational level.
It is important to understand that training in and of itself cannot improve performance. However, training is an integral part of what is needed to accomplish individual and organizational goals.
The purpose of this page is to provide agencies with:
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
ODNI Suite of Courses on Performance Management (on www.hru.gov)
HR University Manager's Corner
Performance Measurement Training/Presentations:
EPA Course on Logic Modeling
Using Analytics Training/Presentations:
Analytics to Outcomes: Leveraging Predictive and Perspective Analytics
Other Government-wide Resources:
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp
U.S. Government Accountability Office (GAO)
GAO, Designing Evaluations: 2012 Revision, GAO-12-208G, January 2012.
http://gao.gov/assets/590/588146.pdf
GAO, Performance Measurement and Evaluation: Definitions and Relationships, GAO-11-646SP, May 2011.
http://www.gao.gov/assets/80/77277.pdf
U.S. Congressional Research Service (CRS)
CRS, Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes, R42379, February 29, 2012.
http://www.fas.org/sgp/crs/misc/R42379.pdf
CRS, Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress, January 19, 2011.
http://republicans.energycommerce.house.gov/Media/file/Hearings/Oversight/100511/BrassDoc2.pdf
available as a link here, where the link is titled "Supplement Two"
http://energycommerce.house.gov/hearings/hearingdetail.aspx?NewsID=8960
Federal Evaluators
Bernholz, Eric, et al., "Evaluation Dialogue Between OMB Staff and Federal Evaluators: Digging a Bit Deeper into Evaluation Science," July 2006.
http://www.whitehouse.gov/sites/default/files/omb/assets/omb/performance/supp_materials/fed_eval_2006_slides.pdf
available as a link here, under the heading "Federal Evaluator's Evaluation Workshop (July 25, 2006)"
http://www.whitehouse.gov/omb/performance_past
Federal Evaluators website (and e-mail mailing list)
http://fedeval.net/contact.htm
American Evaluation Association (AEA)
American Evaluation Association, An Evaluation Roadmap for a More Effective Government, September 2010.
http://www.eval.org/EPTF/aea10.roadmap.101910.pdf
available as a link here:
http://www.eval.org/EPTF.asp