2. Performance Management Performance management is defined by
the Office of Personnel Management as systematic process by which
an agency involved its employees as individuals and members of a
group in improving organization effectiveness in the accomplishment
of agency mission and goals.
3. Performance Management Employee performance may be broken
down into five difference sections 1. Planning work and setting
expectations 2. Continually monitoring performance 3. Developing
the capacity to perform 4. Periodically rating performance in a
summary fashion 5. Rewarding good performance.
4. Planning Planning requires all employees to be evolved. In
order to be effective you must have the following clear goals,
standards, and expectations of your employees to make the
organization function.
5. Monitoring Monitoring the progress of your team and the
individual. As the lead on any team, I always schedule a weekly
meeting with the team to discuss the progress or set backs we may
be having. will keep you on track to the team goals, help the team
brainstorm through any problems such as logistical or changes due
to feedback from the supervisors. As a supervisor, we must
continually monitor the progress of our team and individual
employees. A clear expectation of what the are required to do on a
regular bases. If the organizations goals or expectations have
changed, the employees must be made aware of this so they can
realign with the company.
6. Developing Developing an employee is very important, you
want all employees to feel valued. You must continually training
employees so they can grow within the organization. Types of
training offered to employees are below. training, seminars, and/or
educational classes that are offered.
7. Rating performance Employees need to be reviewed
individually and as a member of the team. At a minimum this should
be done semi annually. Progress on how they are doing, To receive
feedback from the employee on how the company is doing, ways to
improve the work center, and What training or certifications they
should be working on to continue to move forward within the
company. The second evaluation should be to let them know if they
are still meeting those goals from the first evaluation, and to set
more goals if necessary.
8. Rewards Everyone wants to be compensated at work whether
that is monetary, self-recognition, or formal recognition. Our
company offers the following rewards: quarterly awards, yearly
awards, annual pay awards, and command coins/plaques.
9. References Brudan, A. (2010). Rediscovering performance
management: Systems, learning and integration. Measuring Business
Excellence, 14(1), 109-123.
doi:http://dx.doi.org/10.1108/13683041011027490
http://www.opm.gov/policy-data-
oversight/performance-management/overview- history/