Performance management is a key strategic tool in establishing and maintaining a high-performance workplace culture where excellent performance is celebrated and rewarded, and low performance is appropriately, and time addressed. The development and implementation of governmentwide standards for performance management, awards programs, and resolving poor performance serves to improve organizational effectiveness in the accomplishment of agency mission and goals, and the ability to advance the needs, policies, and goals of the United States.
Performance management programs not only provide the basis for communicating and clarifying organizational goals, identifying individual accountability for accomplishing those goals, and assessing performance and identifying developmental needs, but they also form a basis for rewarding excellence in employee performance and reinforcing a high-performing culture that will help improve organizational effectiveness.
The objective of this playbook is to establish a comprehensive framework for managing employee performance in the Federal government that fosters growth and accountability, ensures continuous improvement, supports mission delivery, and promotes employee engagement and development. This playbook also provides tools that effectively support agencies in preparing managers and supervisors to serve and lead as future executives.
Playbook Topics
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Performance Framework
Designed to help focus agencies on their highest priorities and create a culture where data and empirical evidence play a greater role in policy, budget, and management decisions.
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Key Leaders and Responsibilities
Senior leaders set strategic direction and priority goals aligned with Presidential policies and priorities.
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Performance Management Officer
Serves as the official responsible for overseeing and supporting the implementation of performance management systems and ensuring alignment between employee performance and agency goals.
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Policy, Compliance and Oversight
Proper oversight is essential for accountability, transparency, and continuous improvement.
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Goal Setting and Strategic Alignment
Translate and cascade agency-wide strategic goals and priorities to assist managers in aligning employee performance.
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Planning
Establish clear, measurable expectations at the start of the performance cycle
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Monitoring and Developing
Promote real-time performance management through frequent communication and develop internal talent and prepare high-potential employees to broaden competencies, build expertise, and prepare aspiring future leaders
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Assessing and Rewarding
Reinforce high performance and increase motivation through meaningful recognition
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Performance Improvement and Accountability
Address poor performance early and constructively while supporting improvement
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Mentoring and Coaching
Serve as valuable tools in performance management, fostering employee growth and development, and ultimately improving organizational performance
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Acting on Poor Performance
Both agency leaders and supervisors are responsible for ensuring swift action is taken to address poor performance
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Awards and Recognition
Awards, both monetary and non-monetary, support a culture in which individuals who have demonstrated genuinely exceptional performance and contributions to the agency receive the largest performance awards, pay adjustments, and rates of pay adjustments
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Incentivizing High Performance
Awarding and recognizing employees strategically support efforts in creating a high-performance workplace culture where outstanding employee efforts are celebrated and rewarded
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Key Evaluating Criteria
Evaluation of performance management is essential to building a performance-driven culture. Data-informed practices improve fairness, accountability, and outcomes.
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Data and Key Metrics
Identify the right metrics using customer satisfaction scores, process efficiency or error rates, and timelines.
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Tools and Resources
Additional tools and resources related to performance management