Leadership Program MSOP 602

1. Performance
Management
Celina Miller

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/