Performance Management Updates
The Performance Management Program is a cornerstone of the Administration’s effort to create a more productive and accountable workforce. Your active participation demonstrates a commitment to your employee’s performance and the performance of the District government.
In an effort to provide employees with every opportunity to complete their annual goals and ensure their continuous professional development, the date for completion of performance plans has changed from June 30 to January 31. The planning phase for Fiscal Year 2013 will run from October 1, 2012 to January 31, 2013. During the planning phase, managers are required to develop, communicate and finalize employees’ performance goals for Fiscal Year 2013. Performance Plans provide a framework for developing the skills of our workforce and lay the groundwork for conducting meaningful performance evaluations at the end of the fiscal year.
Moving the end of the planning phase to this new date of January 31, 2013, provides employees with a significantly greater amount of time to achieve their goals and to be properly evaluated. This change means that Performance Plans must be developed, entered and finalized in the PeopleSoft system no later than January 31, 2013.
Please note that although January 31, 2013, is the due date for submission, performance plans for FY2013 may be initiated and submitted as soon as the planning phase begins on October 1, 2012. Please encourage your managers and supervisors to take a proactive approach and complete the planning phase before the deadline of January 31, 2013.
Managers and supervisors of employees that are hired after January 31, 2013, will have 30 days from the hire date to finalize their plans. All policies regarding performance plan submission in the case of promotion or other personnel actions remain in effect.
If you have any questions or concerns, please contact DCHR.PerfMgmt@dc.gov or at (202) 442-9700.
|ePerformance opens for FY2013 Performance Management Plan Creation. Managers are able draft Performance Plans.|
|Manager or employee adds S.M.A.R.T. Goals, Individual Development Plan (IDP) and additional Competencies to the FY2013 Performance Plans in ePerformance.|
|Employee creates and submits the FY2012 Self-Evaluation to his/her supervisor thru ePerformance.|
|10/22/12 -10/26/12||Manager and employee meet to discuss FY2013 Plan.|
|10/26/12 -10/30/12||Manager completes FY 2013 Plans in ePerformance.|
|1/31/2013||ePerformance Closes for FY 2013 Plan Creation.|
|11/30/12 -6/30/13||Supervisor issues Performance Improvement Plans (PIP) to employees whose performance falls below Valued Performer (Performance Rating Level 3).|
|10/1/12 -11/9/12||Supervisor creates and submits the official FY2012 Evaluation to the Reviewer.|
|11/9/12 -11/23/12||Reviewer approves/denies the FY2012 Evaluation.|
|12/30/2012||ePerformance Closes for FY2012 Evaluations.|
ePerformance opens for FY2013 “Mid-Year” progress discussion.
Note: A “Mid-Year” progress discussion is mandatory for employees serving a probationary period.
For more information, please visit the DCHR ePerformance or contact Performance Management Team members: DCHR.PerfMgmt@dc.gov (202) 442-9700