Nothing herein supersedes past practices concerning awards programs established in collective bargaining units unless negotiated changes have been agreed to.
The Performance Management Handbook provides more detailed guidance and information and establishes procedures for implementing the policy outlined in DAO 202-430. Performance management is the systematic process by which the Department of Commerce involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. The performance management process is used to communicate organizational goals and objectives, reinforce individual accountability for meeting those goals, and track and evaluate individual and organizational performance results.
The Handbook addresses the five steps in the performance management process:
- Performance Planning - provides information on establishing performance expectations and goals for employees to channel their efforts toward achieving organizational objectives.
- Monitoring Employee Performance – provides information on the requirements to conduct at least one formal written progress review for all employees.
- Employee Development – provides information on the importance of evaluating and addressing employee development to increase the effectiveness of an organization.
- Evaluating Employee Performance – provides information on evaluating employee performance against the elements and standards in an employee's performance plan and assigning a summary rating of record.
- Recognition – provides information on a large variety of informal and formal recognition programs, which can be used to recognize and reward employee excellence.
The Handbook addresses aspects of the performance management process such as Performance Appraisal and Performance Recognition.
Performance Management Appraisal
The Appraisal Section of this handbook will provide you with the legal and regulatory requirements as well as information on the performance planning process, monitoring employee performance, relationships between other personnel actions and deficient performance.
Chapter 1
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Legal Requirements and Authorities
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Chapter 2
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Definitions
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Chapter 3
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Coverage
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Chapter 4
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Roles and Responsibilities
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Chapter 5
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Performance Management Process
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Chapter 6
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Timetable of Performance Management Activities
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Chapter 7
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Linking Performance Plans to Organizational Goals
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Chapter 8
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Monitoring Employee Performance
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Chapter 9
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Evaluating Employee Performance
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Chapter 10
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Interim Rating Process
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Chapter 11
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Relationship of Performance Appraisal to other Personnel Actions
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Chapter 12
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Deficient Performance
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Chapter 13
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Reduction-in-Force
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Chapter 14
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Recordkeeping
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Appendix A
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Generic Performance Standards
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Appendix B
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Performance Management Feedback section identifies the two types of feedback informal and formal and gives some helpful hints on how to give constructive feedback.
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Appendix C
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Performance Management Training
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Performance Management Recognition
The Recognition Section of this handbook outlines a large variety of informal and formal recognition programs, which can be used to recognize and reward employee excellence. In addition, the section provides detailed information on how to develop special operating unit programs and has a wealth of information on gainsharing, goalsharing and team-based recognition.
If you have any questions on the contents of this Handbook, contact your servicing human resources office.
