Performance Management Program

Employee Performance Appraisal Process Overview

Office of Administration’s Performance Management Program seeks to achieve quality performance of all employees by attainment of the following goals:

• Document appropriate and clear job functions and responsibilities in each employee’s position description; clarify supervisors/departments performance expectations and appropriate performance measures relative to these responsibilities.
• Develop clear and attainable annual goals that align with department/unit mission and goals.
• Assist employees in developing and applying OOA Core Competencies throughout their job performance.
• Provide employees with accurate and timely feedback on their job performance.
• Recognize employees commensurate with their performance and special achievements.

The Employee Performance Management Record is a comprehensive set of tools used to document employee performance and track performance progress.

The process and tools are intended to provide a structure to help assure timely and clear communication between employee and supervisor as it relates to job performance based upon the employee position description, OOA core competencies, attainment of established goals and other contributions to the department/unit mission.

The main components of this process are:

Goal Setting

• Goal setting is accomplished during completion of the previous year’s Employee Performance Appraisal.
• Goals are established by supervisors in collaboration with the employee and typically might include a focus on certain job functions and core-competencies, as well as identifying specific tasks to be initiated/completed that relate to priority department/unit goals.
• Goals are reviewed regularly throughout the appraisal period and are subject to revision as necessary.
• Goals are reviewed and updated specifically during the Mid-Year Goal Review and Revision Process.
  

Ongoing Discussions Throughout the Performance Year

• These discussions may take the form of regular update meetings, specific performance feedback meetings or more informal interactions.
• A summary of significant results of these discussions are recorded by the supervisor.
• Use of the Ongoing Performance Feedback Form is suggested.
  

Mid-Year Goal Review and Revision

• This usually occurs during months six and seven of the performance appraisal year.
  

Completion of Employee Performance Appraisal Report

• This report, which generally occurs in months 11 and 12 of the performance appraisal year, includes the employee’s Summary of Accomplishments and goals for the next performance year.

[OOA Performance Management Handbook: Contents]