Review the Federal Employees Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
The content available is no longer being updated and as a result you may encounter hyperlinks which no longer function. You should also bear in mind that this content may contain text and references which are no longer applicable as a result of changes in law, regulation and/or administration.
The phrase "measuring team performance" is often misunderstood. Dr. Allyn Hertzbach of the Federal Aviation Administration and Karen Lebing of OPM's Performance Management and Incentive Awards Division defined this terminology and presented options for using team measures in their session at OPM's National Performance Management Conference about "Measuring Team Performance."
Measuring team-related performance can be approached in at least four ways. Two of those approaches measure performance at the individual level and two measure performance at the team level.
Individual Behavior. Employees can be measured on how well they work with team members. Examples of these types of measures could include the degree to which: the employee participates in team meetings; the employee volunteers for team projects; the employee communicates with members in a constructive and non-threatening manner; other members find that the employee is pleasant to work with and fosters cooperation.
Individual Results. Employee work products that contribute to the final team product or service can be assessed and verified. Examples of these types of measures could include error rates, the timeliness of the product, the number of suggestions made, or the accuracy of the data provided.
The Team's Processes. The team can be measured on its internal group dynamics. These types of measures could address: how well the team works together as a group; the effectiveness of team meetings; the ability of the team to reach consensus; and the team's problem-solving techniques.
The Team's Results. The team can be measured on its work results or products. These types of measures could include: the number of cases completed; the use, acceptance, and understandability of the team's final report; the number of customer requests for the team's report; the subscription rate of the team's newsletter.
These types of measures can be applied with the three types of performance elements that can be used in the performance appraisal process.
In summary, session attendees learned about four ways of measuring team performance and found ways to incorporate team elements and measures into performance appraisal programs.
Back to Top