Human Resources, Leadership, Project Management
1967 called. They want their Performance Management System back.
GEAR. The Performance Management Pilot you’ve never heard of.
In November 2011, the Employee Performance Management Workgroup put forth a set of recommendations to help catapult our federal government into the arena of 21st century performance strategy. The five key goals they’d like agencies to address are as follows:
- Articulate a High-Performance Culture
- Align Employee Performance Management with Organizational Performance Management
- Implement Accountability at All Level
- Create a Culture of Engagement
- Improve the Assessment, Selection, Development and Training of Supervisors
Goal #5, in particular, has received much discussion in HR circles over the past several years. We all know the horror story of the supervisor whose idea of management is “writing up” a teammate for arriving five minutes late or checking personal email during the workday (neither of which, by the way, carry a significant correlation to overall government performance).
Much lip service has been paid to the idea of developing management competencies and leadership behaviors across all levels of government.
It’s 2012. Are we ready to re-define performance management?
Which of these goals is your agency well-positioned to achieve? Which are an up-hill battle?
To read the full report, click here.
Andy Lowenthal is a public sector strategy consultant. Follow him on Twitter.