NSPS Performance Management Overview

The performance management process is results oriented and mission focused. There are five main steps in the process:

Performance Planning - setting objectives Performance
Monitoring - greater employee/supervisor communication
Performance Development - training, education, mentoring
Performance Rating - job objective and contributing factor ratings Performance
Rewarding - supervisory recommendation to pay pool panel
Performance Management Cycle: The Performance management cycle runs 1 October through 30 September. In order to receive a rating, a minimum of 90 days of performance is required. At least one interim review is also required during the cycle. 

Performance Planning: In performance planning, supervisors and employees identify results-oriented job objectives aligned to the organizations mission. These job objectives will reflect expectations, duties and responsibilities for the encumbered position.

The performance plan also establishes the framework by which to:

• Identify potential developmental needs
• Monitor performance
• Engage in ongoing dialogue

Rating Components: Employees are rated on what was expected to be accomplished (objectives) and how it was accomplished (contributing factors).

Job Objectives Link to organizational goals Mission-focused, results-oriented Major responsibilities only Normally 3-5 Mandatory Weighting Written at Level 3 Supervisors must have at least one supervisory objective

7 Contributing Factors Technical Proficiency Critical Thinking Cooperation and Teamwork Communication Customer Focus Resource Management Leadership