Both sound management principles and court rulings support this key criterion. In addition, MSPB and the courts have ruled that employees must know what they have to do and how well they have to do it to perform at an acceptable level. Is the meaning of acceptable performance clear?Īre the expectations established in the elements and standards quantifiable, observable, and/or verifiable? Expectations that are specific and that clearly define what must be done as well as how well it must be done are more effective for managing and directing performance than vague or general expectations. Supervisors should assign critical elements carefully. As an example, if a medical organization required that every employee's performance plan include a critical element about teamwork, and its world-reknowned research scientist, who independently made a scientific breakthrough, fails the teamwork element, would the organization be willing to rate the scientist as Unacceptable? Although teamwork may be important to the organization, it may not be important in this particular job. Would failure on the critical element mean that the employee's overall performance is unacceptable? For instance, assigning generic critical elements to all employees, regardless of the type of work they do, can be risky if the generic element does not truly represent their work. The checklist contains questions about nine important criteria for employee performance plans that represent sound management principles as well as complying with regulations and Merit Systems Protection Board (MSPB) and court decisions: Are the critical elements truly critical? This article provides a checklist of questions that may help supervisors and employees determine the effectiveness of the elements and standards they developed and whether those standards meet legal and regulatory requirements. Diversity, Equity, Inclusion, and Accessibility.Workforce Planning and Analysis Toggle submenu.FY 2023 Human Capital Reviews Toggle submenu.Voluntary Separation Incentive Payments.Guidance for Agency Leaders & Coordinators.Employee Wellness Programs Toggle submenu.Training Program Management Toggle submenu.Snow & Dismissal Procedures Toggle submenu.11 - Other Provisions Affecting SES Members 9 - Reduction in Force (RIF), RIF Placement, and Furlough 2 - General Staffing and Career Appointments Statutes, Regulations, and Desk Guide Citations.Job Opportunities, Qualifications, & Recruitment.Senior-Level & Scientific and Professional Positions Toggle submenu.Presidential Rank Awards Toggle submenu.Senior Executive Service Toggle submenu.Recruitment, Relocation & Retention Incentives.Federal Labor-Management Information System.Labor Management Relations Toggle submenu.Federal Workforce Priorities Report (FWPR). ![]()
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