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By aligning employee performance appraisal plans with executive performance agreements and directly communicating agreement goals to employees, supervisors can drive home to employees just how their performance impacts organizational goals."
The Results-Oriented Performance Culture system focuses on having a diverse, results-oriented, high-performing workforce, as well as a performance management system that effectively plans, monitors, develops, rates, and rewards employee performance.
A system that promotes a diverse, high-performing workforce by implementing and maintaining effective performance management systems and awards programs.
The agency has a diverse, results-oriented, high-performing workforce and a performance management system that differentiates between high and low levels of performance and links individual/team/unit performance to organizational goals and desired results effectively.
The Results-Oriented Performance Culture system is comprised of the following critical success factors that work together to create a diverse, results-oriented, high performance workforce:
Each critical success factor has several key elements that indicate effectiveness and are linked to suggested indicators that identify how well the agency is doing relative to key elements.
The following merit system principles are especially relevant to the Results-Oriented Performance Culture system (5 U.S.C. 2301):
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Metrics have been established to help agencies accomplish the standard for the three systems that implement human capital plans and programs—i.e., Leadership and Knowledge Management, Results-Oriented Performance Culture, and Talent Management.
The agency has a process for sharing information and ideas about the organization with all employees. This vital process includes eliciting employee feedback and involvement so all employees play an appropriate role in planning and executing the mission.
When the key elements of the critical success factor Communication are effectively implemented, agencies will realize:
The agency has a process under which performance is reviewed and evaluated.
When the key elements of the critical success factor Performance Appraisal are effectively implemented, agencies will realize:
The organization takes actions to recognize and reward individual or team achievement that contributes to meeting organizational goals or improving the efficiency, effectiveness, and economy of the Government. Such awards include, but are not limited to: employee incentives which are based on predetermined criteria, rating-based awards, or awards based on a special act or service.
When the key elements of the critical success factor Awards are effectively implemented, agencies will realize:
The agency has developed one or more awards programs for its employees that obligates funds, and documents awards justifications in accordance with 5 CFR 451.
The agency uses pay for performance systems, where authorized by law and regulation, to link salary levels and adjustments to an individual’s overall performance and contribution to the agency’s mission. Employees receive base salary adjustments within their assigned bands.
When the key elements of the critical success factor Pay for Performance are effectively implemented, agencies will realize:
Pay adjustments, cash awards, and levels of pay based on the results of the appraisal process accurately reflect and recognize individual performance and/or contribution to the agency’s performance in accordance with the Executive Performance and Accountability Interim Rule (5 CFR 430 and 1330).
The agency maintains an environment characterized by inclusiveness of individual differences and responsiveness to the needs of diverse groups of employees.
When the key elements of the critical success factor Diversity Management are effectively implemented, agencies will realize:
The agency ensures equal opportunities for employees without discrimination as prescribed in 5 U.S.C. 7201.
The organization promotes cooperation among employees, unions, and managers. This cooperation enhances effectiveness and efficiency, cuts down the number of employee-related disputes, and improves working conditions, all of which contribute to improved performance and results.
When the key elements of the critical success factor Labor/Management Relations are effectively implemented, agencies will realize:
Managers effectively administer contractual and statutory provisions to accomplish agency goals; workplace conflicts are resolved fairly, promptly, and effectively; and managers, union officials, and employees work together to accomplish the agency’s mission through effective communication and problem solving.
The agency recognizes the right of employees to organize, bargain collectively, and participate through labor organizations in accordance with 5 U.S.C. chapter 71.