Lesson 7: Performance Management Duration: 1 hour, 30 minutes HR

Lesson 7: Performance Management Duration: 1 hour, 30 minutes HR Elements for HR Practitioners Performance Management Slide 7- 1 1

Lesson 7 Topics Lesson 7 Topics Topic 1 – Performance Culture Topic 2 – Key Roles Topic 3 – Performance Management Process Topic 4 – Exploring Performance Objectives Topic 5 – How Performance is Evaluated Additional performance management training can be found at http://dcips.dtic.mil/training.html HR Elements for HR Practitioners Performance Management Slide 7- 22

Performance Culture Performance Culture With the intention of producing remarkable results, the Defense Intelligence performance culture embraces: Innovation HR Elements for HR Practitioners Performance Management Collaboration Teamwork Slide 7- 3 3

Key Roles Key Performance Management Roles Employee HR Elements for HR Practitioners Performance Management Rating Official Reviewing Official PM PRA Slide 7- 4 4

Performance Management Process Performance Management Process HR Elements for HR Practitioners Performance Management Slide 7- 5 5

Performance Management Process Performance Management Process HR Elements for HR Practitioners Performance Management Slide 7- 6 6

Performance Management Process Performance Management Process HR Elements for HR Practitioners Performance Management Slide 7- 7 7

Performance Management Process Performance Management Process HR Elements for HR Practitioners Performance Management Slide 7- 8 8

Performance Management Process Performance Management Process HR Elements for HR Practitioners Performance Management Slide 7- 9 9

Special Situations Special Situations Employee starts new position 90 days from end of evaluation period Employee performs in a new position or under another Rating Official Employee is on a Joint Duty Assignment Employee has 90 days of civilian service Employee is on an extended absence Employee transfers to a new Component HR Elements for HR Practitioners Performance Management Slide 7- 10 10

Value of Performance Objectives Value of Performance Objectives Aligns work with mission and organizational goals Communicates the major work to be accomplished Sets a baseline for successful performance Helps to measure work Forms the basis for ratings Helps employees see how their performance contributes to organizational results HR Elements for HR Practitioners Performance Management Slide 7- 11 11

What are Performance Objectives? Performance Objectives Are: Not task or position descriptions Large-bucket items and not the small daily job tasks A description of a future situation Appropriate for the employee’s position and work level Written at the “Successful” level and evaluated against the standards Achievable within the evaluation period HR Elements for HR Practitioners Performance Management Slide 7- 12 12

Use of Performance Objectives Use of Performance Objectives Well-written performance objectives are critical to the success of DCIPS because they form the basis for performance conversations and decisions in every phase of the performance management process HR Elements for HR Practitioners Performance Management Slide 7- 13 13

Cascading Performance Objectives Cascading Performance Objectives Defense and National Intelligence Goals Component Division Work Unit Employee HR Elements for HR Practitioners Performance Management Slide 7- 14 14

SMART Performance Objectives SMART Performance Objectives Specific Specific Measurable Measurable HR Elements for HR Practitioners Performance Management Achievable Achievable Relevant Relevant Time-bound Time-bound Slide 7- 15 15

Evaluating Performance Evaluating Performance HR Elements for HR Practitioners Performance Management Slide 7- 16 16

The Evaluation Process The Evaluation Process DCIPS evaluates performance based on what an employee accomplishes (performance objectives) as well as how it is accomplished (performance elements) HR Elements for HR Practitioners Performance Management Slide 7- 17 17

Rating Descriptors Rating Descriptors The Performance Objectives and Element Rating Descriptors – DCIPS Volume 2011, Table 1 General Standards Performance Rating Objectives Descriptors Element Descriptors SUCCESSFUL (3) The employee achieved expected results The employee fully demonstrated on the assigned objective. effective, capable performance of key behaviors for the performance At the summary level, the employee element. achieved expected or higher results overall and on most assigned objectives At the summary level, the employee with an average rating within the demonstrated effective, capable “Successful” range in Table 2. performance or higher on key behaviors on most performance elements with an average rating within the “Successful” range in Table 2. Note: This is sample of the Performance Objectives and Elements Rating Descriptors table. Please refer to Reference Guide Tab 11 for the complete table. HR Elements for HR Practitioners Performance Management Slide 7- 18 18

IC Performance Standards Sample of the IC Performance Standards Entry/Developmental Employees in Professional Work Category Accountability for Results Successful Outstanding Accepts responsibility for own actions, whether or not they are successful. Proactively takes responsibility for own actions, even when faced with challenges or criticism. Adheres to schedules and, with guidance, organizes and prioritizes own tasks to complete assignments in a timely and effective manner, making adjustments as needed. Puts forth effort to overcome obstacles and accomplish assignments; takes appropriate initiative to make adjustments to plans, goals, and priorities to meet deadlines. With guidance, gains a basic understanding of available resources and the process for acquiring the resources needed to accomplish own work; uses time and resources in an efficient manner. Takes initiative to expand knowledge of available resources and the process for acquiring them; makes meaningful suggestions for increasing efficiency in the use of resources. Takes action to achieve meaningful results in support of organizational goals and objectives. HR Elements for HR Practitioners Performance Management Consistently takes action to achieve outcomes and results that are superior in quality, quantity, and/or impact to what would ordinarily be expected at this level. Slide 7- 19 19

Evaluating Performance Objectives Evaluating Performance Objectives Two-Step Rating Process: Step 1 - Rating Official reviews the general standards, the performance plan, and the self-report of accomplishments to determine the rating for each performance objective Step 2 - Rating Official uses the Component’s automated performance evaluation tool to calculate the average for all individual performance objective ratings. The tool then multiplies that average by 60% HR Elements for HR Practitioners Performance Management Slide 7- 20 20

What are Performance Elements? Performance Elements Are: Attributes of job performance that are significant to the accomplishment of performance objectives Description of the manner in which the performance objectives and all of the employee’s work results were achieved (the “how”) Standardized throughout the Intelligence Community Rated separately HR Elements for HR Practitioners Performance Management Slide 7- 21 21

The Performance Elements The Performance Elements Employees Managers/Supervisors Accountability for Results Accountability for Results Communication Communication Critical Thinking Critical Thinking Engagement and Collaboration Engagement and Collaboration Personal Leadership and Integrity Leadership and Integrity Technical Expertise Managerial Proficiency Note: The four elements inside the yellow box are the same for employees and managers/supervisors; the remaining two elements in each column are specific as to whether an individual is an employee or manager/supervisor. HR Elements for HR Practitioners Performance Management Slide 7- 22 22

Evaluating Performance Elements Evaluating Performance Elements Two-Step Rating Process: Step 1 - Rating Official reviews the general standards, the performance plan, and the self-report of accomplishments to determine the rating for each performance element Step 2 - Rating Official uses the Component’s automated performance evaluation tool to calculate the average for all individual performance element ratings. The tool then multiplies that average by 40% HR Elements for HR Practitioners Performance Management Slide 7- 23 23

Evaluating Performance Evaluating Performance HR Elements for HR Practitioners Performance Management Slide 7- 24 24

Evaluating Performance Evaluating Performance HR Elements for HR Practitioners Performance Management Slide 7- 25 25

Evaluating Performance Exercise Evaluating Performance Exercise Performance Objective Performance Objective Rating A 3 Accountability for results 4 B 3 Communication 4 C 3 Critical thinking 3 Engagement and collaboration Leadership 3 Managerial proficiency 3 Final: Performance Elements ? Performance Element Rating 3 ? Final Performance Evaluation of Record ? HR Elements for HR Practitioners Performance Management Slide 7- 26 26

Answers: Evaluating Performance Exercise Answers: Evaluating Performance Exercise Performance Objective Performance Objective Rating A 3 Accountability for results 4 B 3 Communication 4 C 3 Critical thinking 3 Engagement and collaboration Leadership 3 Managerial proficiency 3 Final: 3.0 x 60% 1.8 Performance Elements Performance Element Rating 3 3.3 x 40% 1.3 Final Performance Evaluation of Record 3.1 3 “Successful” HR Elements for HR Practitioners Performance Management Slide 7- 27 27

Reconsideration Process Reconsideration Process Two reconsideration processes are available to DCIPS employees: Informal Reconsideration Formal Reconsideration HR Elements for HR Practitioners Performance Management Slide 7- 28 28

Lesson 7 Review Lesson 7 Review Topic 1 – Performance Culture Topic 2 – Key Roles Topic 3 – Performance Management Process Topic 4 – Exploring Performance Objectives Topic 5 – How Performance is Evaluated HR Elements for HR Practitioners Performance Management SlideSlide 7- 293-292