U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

Reviews the reasons it's important to address marginal performance and provides tips for supervisors who want to help marginal performers improve.

Group Performance in Appraisals(6/94)

Performance Management Program Design Handbook (12/94)

Update on Employee Appraisal Systems (8/97)

Update on the redesign of agency performance appraisal systems as a result of the 1995 changes to the performance management regulations.

GSA's Giraffe Award (2/97)

Reporting Awards with Ease: Simplified Nature of Action Codes (8/99)

Explains and lists the new nature of action codes and how they affect award reporting requirements for agencies.

Reporting Awards with Ease: Simplified Nature of Action Codes (12/99)

Explains how to use the new nature of action codes for reporting award data to the Central Personnel Data File (CPDF).

Team Incentives (12/94)

Describes the principles of designing team incentive plans that can be used as a tool to promote team effectiveness.

Teams Can Speed Suggestion Evaluation (10/95)

Looks at using evaluation teams to speed up the process of evaluating employee suggestions.

Using Balanced Measures as a Basis for Managers' Incentive Pay (4/99)

Provides three examples of how agencies can use current award authorities to provide incentives that reward managers who achieve organizational goals.

What a Difference Effective Performance Management Makes! (Spring 2001)

The Department of Agriculture's Food and Nutrition Services shares how performance management has a positive effect on their organizational bottom line.

1001 Ways to Reward Employees (8/94)

Looks at ways to rejuvenate and redesign awards and recognition programs.

Designing Performance Appraisal Systems: Aligning Appraisals and Organizational Realities (6/94)

Provides a comprehensive, realistic approach to designing performance appraisal programs.

How to Measure the Results of Work Teams (6/96)

Looks at team needs and how team results will help the organization.

Human Resource Champions: The Next Agenda for Adding Value and Delivering Results (4/98)

Looks at the challenges human resource professionals face to successfully deliver results.

Innovative Reward Systems for the Changing Workplace (12/95)

Provides guidelines and principles for designing performance management programs to include appraisals and awards.

Managing Generation X: How to Bring Out the Best in Young Talent (12/98)

Describes Generation X employees and what they value, and discusses how to work with them to bring out their best performance.

Planning and Measurement in Your Organization of the Future (4/96)

Provides guidance for measuring organizational and group performance that can be applied to improve the employee performance management process.

Reengineering the Corporation: A Manifesto for Business Revolution (12/95)

Presents a way of improving organizational, team, and individual performance.

Agency Guide to "Meeting Challenges with Teams" (8/95)

Describes the Federal Highway Administration's guide to using teams.

Agencies Reward Exemplary Customer Service (4/95)

Outlines some approaches agencies are using in their awards programs to support and promote agency-wide customer service standards.

The Balancing Act (fall/00)

Describes the Department of Interior, Bureau of Land Management's use of balanced measures to improve their organizational performance.

Balancing Individual and Team Measures (6/99)

The National Personnel Records Center in St. Louis, Mo., shares its experience with moving to a new performance management program designed to strike a balance between appraising individual and team performance.

Customer Service Award at IRS (8/95)

An example of a labor-management partnership and employee involvement in action related to the establishment of a customer service award.

DOD: Designing Appraisal Programs Under a Flexible System (10/98)

Summarizes how DOD components have used the flexibility in the DOD appraisal system to design programs to meet their individual needs.

Employees Shape-up Awards Programs (10/96)

Describes how three organizations used employee involvement to improve their awards programs and support improved performance.

FDA Experience with Self-Directed Work Teams (2/96)

Provides lessons learned from the Food and Drug Administration's self-directed work teams.

GAO Reviews Alignment of Agency and Employee Performance Plans (12/98)

Summarizes the GAO report Performance Management: Aligning Employee Performance with Agency Goals at Six Results Act Pilots that reviews six agencies' efforts to align their employee performance management systems with their organizational missions and goals.

Good Ideas: A User's Guide to Successful Suggestion Programs (1/95)

GSA's Giraffe Award (2/97)

Describes an award program used in the General Services Administration (GSA) where employees are encouraged and rewarded for "sticking their neck out" in the interest of doing GSA work better, faster, easier, cheaper, or smarter.

GSA Rewards Exemplary Performance Management Practices (6/96)

Describes effective performance management practices recognized and rewarded by the General Services Administration (GSA).

Innovative Suggestion Programs Improve Performance (12/97)

Presents the innovative suggestion programs that were initiated and demonstrated by award winners of the National Partnership Awards.

NARA Re-engineering: The Story Begins (2/99)

Now You Can Network Through the Performance Management Clearinghouse (fall/00)

Describes the features of the new Performance Management Clearinghouse.

OPM Director Presents PILLAR Award at Strategic Compensation Conference (8/00)

Describes the first recipients' award winning performance management programs and practices.

Outstanding Team Management at IRS (6/96)

Provides management leadership principles and techniques that would benefit any team situation.

Pay-for-Performance is Working! (10/99)

Discusses the experiences of two agencies in developing different types of pay-for-performance programs to compensate employees based on performance, where one agency uses a group incentive variable pay approach and the other uses performance-based pay adjustments within a broadbanded system.

PILLAR Award Recipients Honored at the Strategic Compensation Conference (Fall 2001)

Describes award recipients' presentations on the performance management programs and practices that earned them this recognition.

Presidential Award Winner (4/97)

Describes presidential award winner Dr. Homer C. "Mac" McClure, recognized for his leadership of the Oklahoma City Federal Executive Board after the bombing of the Alfred P. Murrah Federal Building.

Self-Directed Team Improves Performance (6/97)

Describes a self-directed work team that has improved its work processes, increased its productivity, and significantly improved the quality of its work by exceeding organizational standards.

Team Leadership in the New Workplace (4/95)

Provides an explanation for certain terms and concepts in dealing with teams and offers three team leadership models. It also defines training needs for team leaders and team members and the orientation needs of all employees in regard to the changes that Labor plans for reinvention. Although written for one cabinet department, most of the concepts presented can apply Governmentwide.

Vice President Gore Hits Home with HAMMER Award for VA Regional Office (4/94)

Describes the Vice President's 1994 presentation of the HAMMER Award to the VA Regional Office for customer service.

Agencies Turning to Teams (10/96)

Summarizes presentations shared at our 1996 performance management conference, Transformations, illustrating team-based organizations.

Choosing the Best Course Using Strategic Compensation (fall/00)

Describes why agencies must rethink the way they use compensation to attract, retain, and reward employees.

Compensation Conference Charts the Course for Good Management (Fall 2001)

Summarizes three plenary sessions presented by Office of Personnel Management Director Kay Coles James, Ambassador Richard Haass, and speakers from the National Association for Public Administration.

First Annual Strategic Compensation Conference Looks to the Future (10/99)

Explains the focus of the first annual Strategic Compensation Conference and provides insight on what changes the Federal Government needs to make to support its strategic objectives and to keep up with a competitive employment market.

March 16, 1999, Meeting Minutes--Performance Management and Recognition Network of the Interagency Advisory Group (3/99)

Agenda items included awards-related results from the National Partnership for Reinventing Government Survey, a discussion on the strategic use of awards, an explanation of performance-oriented pay incentives, and a presentation on pay incentives for managers.

OPM Director Presents PILLAR Award at Strategic Compensation Conference (8/00)

Describes the first recipients' award winning performance management programs and practices.

Organizational Change (8/95)

Summarizes an interview with Dan Stone, Chief of the Organizational Development (OD) Division at the Animal and Plant Health Inspection Service (APHIS), U.S. Department of Agriculture that addresses the implementation of teams. The principles he shares would apply whenever an organization attempts to change the way it operates, including the way it conducts its performance management programs.

Pay Progression Strategy Involves Performance Management Issues (10/98)

Explains how and why performance management is an integral part of pay system design.

Transformations '97: Performance Management in a New Era (10/97)

Describes the messages delivered at the Transformations '97 conference with speakers delivering first-hand experience and practical advice.

Work and Rewards in a Reengineered World (10/95)

Describes a keynote speech made by Dr. Marc J. Wallace, Jr. at OPM's National Performance Management Conference; where he stresses that organizations must examine all of their work processes and reward systems to make sure that they are tied closely to organizational goals.

Using Performance Management to Develop the Capacity to Perform (12/98)

Describes both formal and informal methods of employee development and provides some ways to improve work processes.

Guidance Bulletin Cites Labor Relations Case Law on Performance Management (12/96)

Describes and discusses labor relations issues in performance management.

Change the Language To Change the Culture (6/00)

Describes the importance of developing and using balanced measures to create an empowering, results-oriented, integrated, and externally focused culture.

Implementing the Results Act: Resources Galore (2/98)

Interagency Work Group On Performance Management Report To The President's Management Council On Managing Performance in the Government (2/02)

Describes the Report to the President's Management Council on Managing Performance in the Government. The report identifies opportunities and challenges, offers substantiating evidence where appropriate, and makes recommendations to address the issue of employee performance management. The appendices summarize the report's recommendations and offers examples of agency innovations and resources for immediate application to improving performance management in agencies throughout the Government.

OPM Showcases New Initiatives on Poor Performers (12/97)

Through a coordinated series of initiatives, a multi-media set of tools have been developed to use in informing and motivating managers and supervisors to take action against poor performers.

OPM Survey Shows Agencies Successfully Practice Performance Management (Summer 2001)

Describes the results of OPM's Merit System Principles Questionnaire in the area of performance management through a review of related questions.

Technology Can Facilitate Teamwork (8/96)

Describes using computer technology to improve the way groups work together.

Achieving Olympic Gold (12/96)

Describes goal-setting techniques used for improving performance and long-term success.

Rewarding Organizational Goal Achievement (2/98)

Describes the Red River Army Depot's award program that emphasizes team and organizational performance and breaks away from its traditional individual performance award culture where awards were distributed almost solely based on performance ratings.

Evaluating Team Performance (8/93)

Produced by a workgroup from the Interagency Advisory Group Committee on Performance Management and Recognition. Presents four models for approaching interdependent work environments and evaluating team performance.

Improving Customer Service Through Effective Performance Management (5/96)

Using a Balanced Scorecard Approach to Measure Performance (4/97)

Describes a method of balancing internal and process measures with results and financial measures.

OPM Issues New SES Performance Appraisal Regulations (fall/00)

Discusses the November 2000 changes to the regulations covering SES (Senior Executive Service) performance appraisals.

New Regulations Clarify Rating of Record Definition (12/98)

Explains the new regulations on rating of record that became effective November 4, 1998, and were published in the October 5, 1998, Federal Register.

OPM Proposes New Rules for Performance Management (2/95)

Outlines proposed 1995 regulations giving agencies the flexibility needed to implement innovative performance management systems.

Performance Management Deregulation (8/95)

Announces the new performance management regulations effective September 22, 1995.

Building a Collaborative Team Environment (8/97)

Provides practical tips for team members to use in creating a collaborative environment.

"Coaching Positive" for Team Success (8/99)

Explains how you can use Tony DiCicco's strategies and techniques to help improve team performance.

The Changing Role of Supervisors (2/95)

Describes the processes and lessons learned from transitioning supervisors into team leader roles or into oversight and mentoring positions.

The Employee's Role in a Team (10/96)

Discusses changing employee roles in a team structure.

Getting Started (12/94)

Provides a look at working in teams and how to get started.

Lessons Learned (4/96)

Summarizes a 1996 panel discussion that presented lessons learned about training, communication, management support, accountability, and team-supportive behavior.

Performance Appraisal for Teams (8/98)

Describes how critical, non-critical, and additional performance elements can be used to plan, measure, monitor, rate, and reward a team's performance.

Team Leadership in the New Workplace (4/95)

Discusses the team leader role and how the Department of Labor clarified the team leader role in a guidance paper.