GPRA: Performance Management and Performance Measurement

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 the agency’s mission and goals.  Performance Management uses performance measurement information to help set agreed-upon performance goals, allocate and prioritize resources, inform managers to either confirm or change current policy or program directions to meet those goals, and report on the success in meeting performance goals.

Training plays an important role within performance management to help facilitate employee development and organizational improvement.  It is important to understand that while training alone cannot improve performance, it is integral in achieving individual and organizational goals.

In January 2010, the US Congress passed The 2010 Government Performance Results Modernization Act (GPRA2010), updating the Government Performance Results Act of 1993. GPRA 2010, also referred to as “GPRMA” or “The Modernization Act,” provides guidance for agencies to implement highly results-oriented Performance Management systems, detailing over 150 changes to the 1993 law. GovLoop has provided its readers a PDF summary of GPRA 2010, available here. The guide can also be found on their original post, available here.

Performance Measurement is the ongoing monitoring and reporting of program accomplishments, particularly progress toward pre-established goals. It is typically conducted by program or agency management. Performance measures may address the type or level of program activities conducted (process), the direct products and services delivered by a program (outputs), or the results of those products and services (outcomes). A “program” may be any activity, project, function, or policy that has an identifiable purpose or set of objectives.

Regulations

5 CFR 430.301 states “Chapter 43 of title 5, United States Code, provides for performance management for the Senior Executive Service (SES), the establishment of SES performance appraisal systems, and appraisal of senior executive performance.”


Federal Government Tools and Resources

Performance Management Resources for Employees, Supervisors, Managers and Executives

 

SES Basic Appraisal System Information

 

SES Basic Appraisal System Training for Executives
·         Basic Appraisal System Overview
·        
Appraisal System Detailed Slide Deck



Performance Measurement Resources
·         Performance Improvement Community MAX Page
·         Congressional Research Service: Changes to the Government Performance and Results Act (GPRA): Overview of the New Framework of Products and Processes//////Obama Administration Agenda for Government Performance: Evolution and Related Issues for Congress
·         GAO Reports: Managing for Results: Agencies Have Elevated Performance Management Leadership Roles, but Additional Training Is Needed.///// Managing for Results:  Agencies Should More Fully Develop Priority Goals under the GPRA Modernization Act
·        
Validating MeasuresPerformance Plans: Selected Approaches for Verification and Validation of Agency Performance Information
·        
Planning, Goal-Setting and Prioritization:  The Results Act: An Evaluator’s Guide to Assessing Agency Annual Performance Plans


Resources on Using Analytics
·         Using AnalyticsFrom Data to Decisions: The Power of Analytics
·        
Bureau of Indian Affairs (BIA) Reducing Crime in Indian Country Through the Use of Analytics Webcast


Helpful Tips

Taken from Best Practices in Performance Measurement:

Alignment with organization goals is crucial for successful performance measurement systems. Top leaders should convey the organization's vision, mission, and strategic direction to employees and external customers clearly, concisely, and repeatedly. Organizations can achieve this by developing conceptual frameworks that include balanced measures, target setting, and benchmarking.