This is a private group for participants in OPM’s pilot “Performance Management for HR Practitioners” training.
November 16, 2012 at 10:45 pm #173264
Welcome to Performance Management for HR Practitioners! As participants in this course, you’ll be interacting and having lively discussions online over the next several weeks, so please use this discussion thread to introduce yourself and get to know your fellow course participants. Please reply to this discussion with your:
- Experience with performance management (if any)
- What you hope to get out of this course
Provide your answers below by typing your response in the text box below and hitting “Add Reply.”
February 13, 2013 at 4:02 pm #173356
Hello to the group. My name is Sonnie Sussillo and I am with the Federal Communications Commission’s Learning and Development Service Center. At this moment, I am acting Chief Learning Officer, but my real job is designing online and blended learning; managing our long-term development programs, including developing and leading core training and facilitating action learning teams; and leading the management of our Learning Management System.
As acting CLO, I am responsible for the supervision and performance of 3 staff; I’ve been a team leader and supervisor in the past. More than that, I have researched, developed and trained performance management skills for a lot of years.
My primary interest and motivation is to experience this blended learning approach as a model for training options for the FCC. I will also look forward to increasing my own knowledge of performance management and my skills at coaching and feedback. Because I telework remotely from DC, leading a staff and followership of my senior manager can both be an additional challenge in effective performance management.
February 18, 2013 at 8:32 pm #173354
Welcome, Sonnie! What have been the biggest challenges you’ve seen around performance management over the years?
February 20, 2013 at 2:48 pm #173352
Greetings from Columbus, Ohio! I am Teri Eriksen, a member of the HR Policy staff for the Defense Logistics Agency (DLA). When Defense rolled out a new HR system several years back (the infamous National Security Personnel System or NSPS), I was part of the implementation team for DLA and ended up thoroughly immersed in performance management. After that, I was involved in the planning process for systematizing PM throughout DOD. My primary concern now is that management tends to see PM as a mechanical, appraisal-centered exercise with little or no value added. How different the workplace would be if PM were seen as a proactive planning and goal setting device that stimulates communication and engagement! I know, I know. The HR side of PM is probably not the driver in that dream, but maybe we are a piece of the cultural change.
February 22, 2013 at 2:29 am #173350
Hello Everyone.. My name Carmen Tan and I am working at USDA/FSIS in California. My experience in HR, is most likely managing employee while working at private company for more than 10 years before entering into the Government agency. It was a challenging making decision to work under the government agency. I enter the HR Program to see the differences between the Government Agency and the private in regards to handling their own people. Excited to learn more and looking forward to hear different comments.
February 22, 2013 at 3:08 pm #173348
Hi everyone. My name is Laura DeVol and I am the Director of Training and Career Development for the Pretrial Services Agency for the District of Columbia. We are a very small Federal agency. I supervise a staff of eight and have been a supervisor for almost 20 years (having worked at the Agency for almost 24). In my current role, aside from supervising a staff of eight, I do instructional design, to include developing online modules as well as classroom based training. I have designed (and also instruct) a “home-grown” one-day class for new supervisors on performance management. From this course, I hope to learn some new effective ways to better manage and rate performance and of course some great ideas for updating my own performance management training would be icing on the cake! I am also interested in ways to best conduct and document performance reviews.
February 22, 2013 at 5:07 pm #173346
February 22, 2013 at 5:40 pm #173344
My name is Robert Richardson and I am a native of Chattanooga, Tennessee.
My interests include reading, politics, religion, education, and history. I enjoy spirited conversation and often engage in friendly debate on topics of interest.
I am employed with the Missile Defense Agency (MDA), a Department of Defense (DoD) component, where I work as a Human Resources Specialist on the Performance Management Team.
I served as an Instructor and Team Chief, as an active duty member of the United States Army. I was on active duty for nearly 14 years before honorably discharging from the military.
While serving on active duty I traveled to South Korea, Germany, Belgium, Greece and Hawaii.
My academic expectation for this Federal Human Resources course is to deepen my knowledge of Performance Management through this Social Learning platform and to apply the lessons learned to performance management practice.
I earned a Bachelor of Science Degree (B.S.Ed.) in Secondary Social Sciences with a concentration in History from the University of Tennessee at Chattanooga. Currently, I am pursuing the Master of Public Administration (MPA) degree from the American Public University and expect to finish my program this year, as I have two (2) courses remaining.
I am very excited about the future and look forward to meeting others in the exchange of experiences and ideas in this learning venue!
February 25, 2013 at 3:27 pm #173342
Good morning all,
I’m Lucy Cunningham and currently serve as the Deputy Director of Department of Labor’s (DOL) Office of Executive Resources. In this role, I manage 5 federal staff and 2 contractors. We, along with our Director, are responsible for the full scope of human resources services for all of DOL’s political appointees, senior executive service (SES) members and senior leaders. Included in this scope is managing DOL’s SES Performance Management Program.
In this course, I hope to expand my knowlege of performance management, from both the program management perspective as well as the management perspective. I also look forward to “road testing” the blended learning model.
February 25, 2013 at 4:30 pm #173340
Hello All- My name is Anita Spinner and I work with the Office of Personnel Management. My experience with performance management involves reviewing agency performance management systems, assisting agencies with developing performance systems and plans. Currently, I’m the Program Manager for the Federal Executive Boards- Executive Director performance management process.
I look forward to learning more about the details of performance management and applying those princples to my project work
February 25, 2013 at 4:44 pm #173338
Annie L RushingParticipant
■Organization-Defense Contract Management Agency-Human Capital Policy Division
■What you hope to get out of this course-I expect to learn the proper steps of counseling employees and how to properly identify the responsibilities and clearly set expectations.
February 25, 2013 at 6:12 pm #173336
Joellen M JarrettParticipant
My name is Joellen Jarrett and I work within the Department of Energy’s OCHCO, in the Office of Learning and Workforce Development. I have approximately 20 years of Federal service and 6 years as a Federal supervisor. My current role is Division Director, Learning and Development, Innovation, Technology & Performance Improvement. In this role I frequently engage with customers and HR colleagues on performance management issues. Therefore, I am looking forward to expanding my knowledge of performance management as it pertains to Federal HRM and our Federal workforce at large.
Joellen M. Jarrett
February 25, 2013 at 11:11 pm #173334
Greetings from Alaska! My name is Melissa Roby and I am an Employee Relations specialist with the Alaska Regional Office of the National Park Service, located in Anchorage. I transitioned from recruitment and staffing to employee relations when I moved here last year, so while I’m learning all about chilly winters, I’m also trying to get up to speed in the areas of conduct and performance as well. My experience with performance management is in the area of providing technical advice and information on our performance management system to both supervisors and employees throughout the region.
This training platform is especially exciting for me because I serve a region where most of our customers are in remote locations. It is very expensive to travel within the state and right now, travel outside of the state is limited until we have a better idea of how our budget will look during the rest of the year. I probably wouldn’t be able to attend this class if it required classroom attendance outside of the state.
Performance management is an area where we have room for improvement. We have a five level system, so one challenge is writing minimally successful standards that are both meaningful and technically correct. Also, too many of our employees do not believe supervisors do enough to address poor performance.
I would like to learn to be a better technical adviser, of course, but I would also like to be more persuasive when I explain to my customers that performance management matters.
February 26, 2013 at 1:19 am #173332
I remember NSPS – my organization was involved in rolling out training for it.
Also, I like your vision for proactive PM that is focused not just on evaluating, but really developing employees.
February 26, 2013 at 1:22 am #173330
Be on the lookout for how we can enhance this training as well, Laura! Sounds like you have experience that could help us make this social learning modality even better.
February 26, 2013 at 1:23 am #173328
Welcome, Tara. I am a MN native (and don’t miss the cold!). Love the comic…and Vikings football. 🙂
February 26, 2013 at 1:25 am #173326
It sounds like your stationed in some great places, Robert!
February 26, 2013 at 1:26 am #173324
Hi Lucy- Do senior execs seem open to this kind of learning modality or still largely trust classroom-based as most effective?
February 26, 2013 at 1:29 am #173322
Hi Anita – I’ve had the opportunity to do some training for the FEBs in Boston, Chicago, LA and Philly. All have been great experiences.
February 26, 2013 at 2:35 pm #173320
February 26, 2013 at 2:41 pm #173318
Hello everyone – I’m Sara Pranio and I am currently with Washington Headquarters Services, Human Resources Directorate, Labor and Management Employee Relations division. In my current role, I am managing the performance management program for the newly organized DoD Consolidated Adjudication Facility. I am responsible for standing up their DCIPS performance management program and pay pool process. I was formerly with the Department of the Navy Office of Civilian Human Resources as the Performance Management Program Manager there, where many of the employees are on a two-level appraisal system that seemed to be largely ignored. So I’m excited to be working with a system again that has more levels and some vigor.
I began my Federal career in the NSPS Program Office, where I began to be interested in Performance Management. I had the fantastic opportunity of working with the DoD New Beginnings Performance Management design team, where I learned a ton about Performance Management in the Federal government and as a discipline as a whole.
I always enjoy hearing about how Performance Management works (or doesn’t work!) in other organizations and look forward to talking with all of you about your experiences.
February 26, 2013 at 2:59 pm #173316
HI all my name is Alycia Piazza and I’m from GSA’s Center for Excellence in Digital Government. I don’t have much experience with PM but I hope to learn a lot and bring better practices back to my team.
February 26, 2013 at 4:38 pm #173314
Hi Everyone! I’m Deadra Welcome and curretly work at the US Department of Energy in the Office of Learning and Workforce Development. I have experience in designing and developing performance management training. I hope this course provides me a template to design and develop other training using a blended learning approach. I am also excited about the opportunity to share ideas and learn from the others who are participating in this pilot. Thanks to all of those who had a hand in putting this together.
February 26, 2013 at 4:47 pm #173312
P. Rana StewartParticipant
I go by the name of Rana (pronounced like Renea). I am currently working at the Department of Commerce, I was recently inserted in the Performance Management side of the house, which I had only worked with DoD HR Military, so it was exciting and I would truly want to invest more time and knowledging to become a more informed HR/PM to better assist my customers. I truly hope to gain some great knowledge and networking abilities to help with and be able to move more in the HR world.
February 26, 2013 at 5:36 pm #173310
Alaska! Great to have you in the course, Melissa. Forgive me lack of knowledge in this regard, but does Alaska have solid internet throughout the state in order to host a web-based course? I know it can get pretty remote in places and just uncertain if access is spotty or pretty consistent.
February 26, 2013 at 5:45 pm #173308
Back at ya, Sara!
February 26, 2013 at 5:46 pm #173306
Good Afternoon! My name is Jennifer Jones and I work at the Overseas Private Investment Corporation. I am currently an HR Specialist in Training and Development. I have had seven years of performance management experience as a Naval Officer and am hoping to translate those skills into the Federal Government.
February 26, 2013 at 6:19 pm #173304
Jennifer – Hello, reflection partner! I’m looking forward to sharing thoughts with you each week. Teri
February 26, 2013 at 6:27 pm #173302
My name is Nicole and I work at the United States Mint in the Policy and Oversight Branch. Prior to coming to the Mint, I have always worked in Staffing. My only dealings with Performance Management are when it comes time to do the Performance Appraisal Assessment Tool (PAAT). It makes it a little challenging to review performance plans and answer the assessment, because I don’t deal with Performance Managment on a regular basis. So i’m hoping that this course will help me to understand Performance Management a little better since I don’t deal with it on a daily basis.
February 26, 2013 at 6:52 pm #173300
Hi Everyone, My name is Karen Simpson. I am the Training Policy and Outreach Program Manager for Strategic Workforce Planning, Learning and Development at OPM. I am also the Program Manager for this pilot.
Thank you to everyone for your participation in this pilot. Also, thanks to GovLoop (the Geniunes) for a great partnership.
My management is very exicted about this pilot. We are looking forward to working with you over the next 6 weeks to test these techniques in this pilot and find out if this is really a better way to learn and transfer this learning back to your job. Please feel free to contact me at anytime during this pilot. I can be reached at [email protected]
February 26, 2013 at 8:10 pm #173298
United States Mint
Transition from Pass/Fail System to Tiered System
Best Practices; Tips for Improving the Performance Management Program; Access to Performance Management Resources/Data
February 26, 2013 at 8:11 pm #173296
Hello I am Sharon Yaden of the Missile Defense Agency. I have worked with performance management as a supervisor and as a management employee specialist for approximately 8 years. I am always interested in learning new approaches or ways to provide better advice to managers and employees regarding performance issues.
February 26, 2013 at 8:12 pm #173294
I also joined the group, because it will help with some of the performance management initiatives that are coming up.
February 26, 2013 at 8:15 pm #173292
Hi Andrew, interesting question! The biggest barrier we face when delivering training to our senior executives is a lack of time: they just don’t have enough hours in the day to get everything done AND complete training. So, from that perspective, I think a lot of them actually prefer this kind of learning modality.
February 26, 2013 at 8:16 pm #173290
I think this is going to be a great resource. I miss you!!
February 26, 2013 at 11:49 pm #173288
I hesitate to speak for the state because I’m in the largest Alaskan city and my experiences can’t speak for the great diversity throughout the rest of the state. Here in Anchorage internet access is consistent. Other areas of the state where we have parks may have issues, especially some of the remote ones off of the road system. For instance, a park may opt for audio only during a video-conference if the video is taking up too much bandwidth.
A class requiring participation in web sessions or video conferences might be a problem if access is spotty or if the sessions are scheduled early in the morning (we are four hours behind Washington), but we are open to finding ways to adapt. Having access online is better than having no access because of travel ceilings.
February 27, 2013 at 9:53 pm #173286
Hi, my name is Pashion Gray-Curry. I’m currently employed as an Employee Relations Specialist at DCMA HQ – Ft. Lee, VA. I’ve been advising/assisting supervisors with performance management for over six years. I hoping to build a network with other HR Specialists for future references as well as strengthen my knowledge on performance management during the coming weeks.
February 27, 2013 at 10:00 pm #173284
Patricia G AlexanderParticipant
Hello, my name is Pat Alexander. I am currently employed by the Defense Contract Management Agency (DCMA), Fort Lee, VA. I have approximately seven years of experience with performance management as an Employee Relations Specialist. I hope to broaden my knowledge of performance management and coaching skills in order to better serve my managers.
February 28, 2013 at 1:02 pm #173282
Hello everyone! My name is Robin Arndt. I work in the Human Capital division at the Defense Contract Management Agency (DCMA), Fort Lee VA. I am an HR Specialist with a specialty in Information Systems. I previously worked as an Army Education Counselor and helped pilot the GoArmyEd web release. I felt this project was a perfect opportunity to expand my HR knowledge and review an alternative learning format.
February 28, 2013 at 6:42 pm #173280
Hi Everyone, My name is Norma Jean Jaggard and I am an HR Specialist in the Policy Section of the Human Resources Directorate, for the Department of Defense Education Activity (DoDEA). I’ve had the privilege of working in many disciplines of HR, but never in the Employee Relations arena. However, during DoD’s NSPS, I was in a working group which created SMART objectives for many of our standardized positions. One of my collateral duties deals with employee development issues; I’m hoping to use the results of this pilot for our workforce’s employee development initiatives. There is a Native American saying, that I believe applies to what we are doing. It goes like this: “Tell me and I’ll forget. Show me, and I may not remember. Involve me, and I’ll understand” – I look forward to the involvement.
February 28, 2013 at 7:06 pm #173278
Hello All: I am Veronica Peeler. I work at the Environmental Protection Agency’s Office of Inspector General in Washington, D.C. I am a Human Resources Specialist focusing on employee and organizational development. I am part of a small and newly formed Human Capital team. Prior to relocating to the D.C. area October of last year, I worked in EPA’s Region 8 Denver office as the training officer.
I hope to increase my understanding of the performance management process as it applies to the Human Capital life cycle.
March 1, 2013 at 12:25 pm #173276
Paula A. GarrityParticipant
Greetings! I’m Paula Garrity, and I’m with the U.S. Nuclear Regulatory Commission (NRC) in Rockville, Maryland. I’m currently on rotation in the Human Resources Training and Development Directorate (HRTD) of our Office of the Chief Human Capital Officer. During my rotation, I’ve had the opportunity to focus on our Leadership Development Programs, which include periodic Executive Leadership Seminars (ELSs). While our recent ELSs have focused on Resilience and Leading through Crisis, we’re planning a future seminar on Performance Management. This topic has been identified as an “opportunity for improvement’ in our recent FEVS and Safety Culture and Climate Survey, and I’m eager to learn insights from this social learning pilot that may help the agency to rethink its approach to performance management in a way that will enable employees to feel more empowered and invested in the agency’s important safety mission. I also hope to gain insights on how the NRC can use social learning to provide impactful training to agency leaders in an increasingly mobile workforce and a challenging time of shrinking training budgets.
March 1, 2013 at 9:49 pm #173274
Hello! My name is Deborah Jacks-Pearson. I am with the Department of Defense, Office of the Secretary of Defense (OSD), Senior Executive Management Office. My experience with performance management started with the GS level when I managed the training for as Teri called it, the “infamous NSPS” for Washington Headquarters Services’ serviced customers. For the last five years I have been leading the team that manages the Senior Executive Service (SES) and Senior Professional (SL/ST) performance management program for OSD. My primary hope for this class is to evaluate whether it is a class I can recommend to others while hopefullybuilding a few additional skills for me to apply in my current position as I manage my team and advise senior executives and senior professionals. I must say I have enjoyed the first week and feel the class is off to a good start!
March 1, 2013 at 11:58 pm #173272
Hi, Sara! I transferred from Navy to Park Service so I went from experiencing the pass/fail system as an employee to working with a five level system as a technical advisor in performance management. One problem with the multi-level system is defining the difference between “fully successful”, “minimally successful” and “unsuccessful”. Also, many employees feel there is no consistency in how employees are rated at the higher levels. Here with the five level system, employees do not feel that a fully successful employee is a valued employee; they feel that fully successful is barely getting by.
If you gave the same blind narrative to a random sampling of our supervisors and asked them to rate the performance, I wouldn’t be surprised if the numbers are all over the charts. Confidence in the reliability and validity of the actual numerical rating doesn’t seem to be very high based on some comments I’ve heard from other employees.
March 5, 2013 at 2:56 pm #173270
My name is Alison Tallarico, and I’m with the U.S. Nuclear Regulatory Commission.
I’ve had many years of experience in HR operations as a generalist, advising managers on a variety of performance management issues.
We’ve just recently hired many new HR specialists who will need to be trained in performance management so that they become effective consultants to managers, supervisors and employees. A big part of my reason for taking this pilot course is to see if it will be an effective/efficient method for training our new hires.
March 5, 2013 at 7:11 pm #173268
I’m Adam Silvey from the Smithsonian, Office of Human Resources. I develop the training for our supervisors, which includes performance management. My primarily goal is to experience this mode of training.
Since, I am responsible for developing many of our training programs; I need to be able to deliver material in various formats.
March 25, 2013 at 7:32 pm #173266
Jeanette Guardia-de JesusParticipant
Hello My name is Jeanette Guardia-de Jesus
I work for Washington Headquarters Services
I have experience with performance management
A refresher on Performance Management
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