Purpose:

Establish objectives related to committed work against which unit and individual performance can be measured, to discuss performance against these objectives, and to continuously enhance performance.

Objective:

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Description:

The primary focus of performance management is on the continual discussion about the performance of work to identify ways to improve it. Discussions of performance focus not only on the individual, but also on work processes, resources, and any other issues that can be addressed to improve performance. The discussion of performance occurs in the context of measurable objectives those individuals or workgroups are trying to achieve in their work. These objectives are linked to committed work. The role of performance appraisal is primarily to record the results of performance for use as input to decisions about adjustments to compensation, personal development planning, staffing, promotion, and other workforce activities. Performance problems are managed, and outstanding performance is recognized.

Entrance Criteria:

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Exit Criteria:

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Process and Procedures:

• Commitment to Perform
• Ability to Perform
• Practices Performed

Tailoring Guidelines:

None

Process Verification Record(s):

• A responsible individual(s) verifies that the Performance Management activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance. 
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• Executive management periodically reviews the Performance Management activities, status, and results; and resolves issues.
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Measure(s):

• Measurements are made and used to determine the status and performance of Performance Management activities
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• Unit measures of Performance Management activities are collected and maintained.
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References:

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