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Performance Management Update

Barbara Colchao

Performance Management and Incentive Awards Division

Topics Covered

  • Focus on Performance
  • Performance Culture
  • Recent and Upcoming Projects
  • Data, Data, Data
  • OPM Director’s PILLAR Award

Focus on Performance

  • President’s Management Agenda
    • Building a Government that is
      • Citizen-centered
      • Results-oriented
      • Market-base
  • Human Capital on GAO’s High Risk List
  • OMB’s Human Capital Scorecard

Focus on Performance

  • Voinovich Human Capital Working Group
  • Draft legislation (S. 1603) proposes studying processes for dealing with poor performers
  • Volcker Commissions’ 9 areas of concern include "Addressing the Poor Performer Problem"

Performance Culture

  • Create a culture that motivates employees for high performance, based on their contribution to the work of the organization, and common values while ensuring fairness in the workplace

Characteristics of a Good Performance Culture

  • Strong performance appraisal programs
  • Deal effectively with poor performers
  • Strong recognition programs
  • Strong diversity program
  • Positive labor-management environment
  • Environment that makes employees feel valued for their contributions

Strong Performance Appraisal Programs

  • Clear, results-focused elements and standards aligned with organizational goals
  • Standards are measurable, observable or verifiable
  • Standards make clear distinctions among performance levels

Deal Effectively with Poor Performers

  • Clear, results-focused elements and standards
  • Feedback is sooner rather than later
  • Management support
  • Use the probationary period

Strong Recognition Programs

  • Reward what you value
  • Recognize top performers
    • Align with organizational goals
    • Make distinctions
  • Celebrate success

Strong Diversity Program

  • Create an environment that values diversity
  • Reflect the diversity in our society
    • Design effective affirmative action policies and plans
    • Analyze workforce demographics
    • Identify and address gaps in representation
  • Communicate plans and policies

Positive Labor-Management Environment

  • Engage employees
  • Create synergy through common goals
  • Communicate early and often
  • Keep unions in the information loop

OPM Resources

  • Performance Management

OPM Resources

Recent and Upcoming Projects

  • Plain Language Regulations
  • New Awards Calendar
  • Developing Performance Plans for Managers
  • Rating Data Review

Plain Language Regulations

  • OPM-wide effort to revise title 5, Code of Federal Regulations
  • Put personnel regulations in plain language
  • Update and clarify current regulations
  • Revisions to 430 and 451

Appraisal Regulations

  • Clarify implicit requirements and policies
  • Codify established requirements
  • Acknowledge focus on results-oriented elements and standards based on balanced measures
  • Amplify importance of monitoring performance, both formally and informally

Employee Awards Regulations

  • Codify non-monetary awards criteria
  • Codify established requirements
  • Clarify implicit requirements and policies
  • Create separate subpart for Presidential Ranks, published as interim regulations mid-August

New Awards Calendar

  • Previously published as back page of Workforce Performance
  • Now available electronically
    • Awards listed alphabetically
    • Awards listed by nomination dates
  • Let us know of any awards you want listed
  • http://www.opm.gov/perform/honorawd.htm

Developing Performance Plans for Managers

  • A handbook for measuring managerial performance
  • Based on Handbook for Measuring Employee Performance
  • Looks at measuring various aspects of managerial performance
  • Includes basing critical element on work unit results

Rating Data Review

  • More data requests to support analysis of performance culture
  • Accuracy issues with rating data as reported to CPDF
  • Three fields of data required
    • Rating level
    • Rating pattern
    • Rating period

Rating Data Review

  • Reporting rating patterns still questionable
  • Rating timeliness looks bad
  • Need agencies to verify data accuracy
    • Share current data with agencies
    • Identify any discrepancies
    • Seek solutions
    • Improve data accuracy

Data, Data, Data

  • Ratings Distributions
  • Ratings Timeliness
  • Cash Awards Spending
  • Time Off Awards Usage

Rating Pattern Distributions

Governmentwide, non-SES

  • A - 29.93
  • B - 1.99
  • C - 0.63
  • D - 3.33
  • E - 1.41
  • F - 0.01
  • G - 0.02
  • H - 54.52
  • Unspec. - 0.44

Source: Central Personnel Data File status files for December 2001

Adjusted Ratings Distributions

Governmentwide, non-SES

  • A - 38.73
  • B - 1.99
  • C - 0.63
  • D - 3.33
  • E - 1.41
  • F - 0.01
  • G - 0.02
  • H - 45.67
  • Unspec. - 0.44

Source: Central Personnel Data File status files for December 2001

Pattern H Rating Level Distribution

Rating Levels

  • 1 - 0.2
  • 2 - 0.26
  • 3 - 29.52
  • 4 - 23.31
  • 5 - 36.35
  • No Rating - 1.335

Source: Central Personnel Data File status files for December 2001

Corrected Pattern H Rating Level Distribution

Rating Levels

  • 1 - 0.24
  • 2 - 0.31
  • 3 - 16.25
  • 4 - 27.7
  • 5 - 43.19
  • No Rating - 12.3

Source: Central Personnel Data File status files for December 2001

Rating Period Distributions

Rating Period

  • FY 01/02 - 57
  • FY 00 - 19
  • FY 99 pre - 2.6
  • FY 99 - 6.2
  • Unspec. - 15.2

Data Source: CPDF Dec 2001

Cash Awards Data

Rating-Based Awards

  • '93 - 0.77
  • '94 - 0.73
  • '95 - 0.76
  • '96 - 0.66
  • '97 - 0.64
  • '98 - 0.61
  • '99 - 0.55
  • '00 - 0.52

Other Awards

  • '93 - 0.22
  • '94 - 0.2
  • '95 - 0.25
  • '96 - 0.26
  • '97 - 0.35
  • '98 - 0.4
  • '99 - 0.51
  • '00 - 0.55
  • Other Awards include Special Act or Service, Suggestion, Gainsharing, and other Awards
  • Source:Workforce Compensation and Performance Service, Incentive Awards Program databases and Annual Reports.

New Cash Awards Data

FY 01

  • Individual - 0.96
  • Group - 0.09
  • Source: Central Personnel Data File. December 2001 dynamics file

Time Off Awards Data

Total Awarded

  • '93 - 34,330
  • '94 - 158,438
  • '95 - 264,904
  • '96 - 301,770
  • '97 - 253,452
  • '98 - 229,463
  • '99 - 242,677
  • '00 - 276,205
  • Source: Workforce Compensation and Performance Service, Incentive Awards Program databases and Annual Reports

New Time Off Awards Data

FY 01

  • Individual - 232,428
  • Group - 44,334

  • Source: Central Personnel Data File. December 2001 dynamics file

 

PILLAR Award
(Performance, Incentives, and Leadership Linked to Achieve Results)

  • Recipients for 2002
    • Energy: National Energy Technology Laboratory
    • Transportation: FAA, Associate Administrator for Research and Acquisition
  • Information available on http://www.opm.gov/perform/pillar.htm

This page can be found on the web at the following url: http://www.opm.gov/compconf/postconf02/PerfMana/Colchao.asp

 
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