Do supervisors and managers use performance results to identify developmental needs and address poor performance?

Elements of YES

Supervisors and managers analyze performance results to surface individual and organizational areas that require attention and development. Learning and knowledge management needs are part of performance management discussions. Agency leaders support and encourage managers and supervisors giving frank and constructive feedback on performance and taking performance actions where appropriate. The agency has procedures and clear lines of accountability for addressing poor performance.

Suggested Performance Indicators

• Data indicate use of performance improvement plans and separations for performance when necessary.
• GWS and/or other surveys report availability of training to improve performance and managers' effectiveness in dealing with poor performers.
• Performance appraisals reflect analysis of performance results, indicating areas that require development and or improvement.
• Performance feedback includes discussion of appropriate training and development and learning and knowledge management solutions to improve performance.
• Agency procedures detail steps for addressing poor performance.
• Agency policy factors performance management into supervisory and management performance plans, including management of poor performance.
• Agency policy requires corrective action when supervisors or managers fail to address poor performance, and agency managers or leaders enforce agency policy.
• Probationary period is monitored and effectively utilized to remove poor performers.
• Agency tracks data such as number of employees hired and removed over time and performance rating distributions for SES, GS, and equivalent.