Performance Planning and Evaluation
To effectively manage employee performance requires clarity around two basic questions: Do employees know what is expected of them? Do employees know how they are doing?
During FY 2010, agencies were challenged with layoffs, a hiring freeze, and budget reductions. The need for clarity on these questions became even more crucial in order to maintain an effective and engaged workforce.
Compared to FY 2009, agencies generally improved in their use of performance management tools such as job descriptions, performance expectations, individual performance plans, and performance evaluations.
FY 2010 Compared to FY 2009
- Employees with current job descriptions decreased by 9 percentage points
- Employees with current performance expectations increased by 6 percentage points
- Employees with individual development plans and performance evaluations both increased by 4 percentage points
|Agencies report status on their use of performance management tools in their annual HR Management Report|
|Individual Development Plans||81||77||77||85||64|