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Performance Management Updates

The Performance Management Program is a cornerstone of the District’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 it is imperative that performance plans be completed as close to the beginning of the fiscal year (October 1, 2014) as possible as and no later than January 31 2015.    The planning phase for Fiscal Year 2015 runs from July 1, 2014 to January 31, 2015, with managers encouraged to begin drafting performance plans as early as July and to have new performance plans developed for incumbent employees by October 1, 2014. During the planning phase, managers are required to develop, communicate and finalize employees’ performance goals for Fiscal Year 2015. 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.

Developing employee performance plans by October 1, provides employees with a full fiscal year to achieve their goals and be properly evaluated. This requires that Performance Plans be developed, entered and finalized in the PeopleSoft ePerformance system as close to October 1 2014 as possible and no later than January 31, 2015.  The ePerformance System will be open on the 15th and 30th of each month for plan modification. 

January 31, 2015, is the due date for submission, but performance plans for FY2015 should be initiated and submitted as soon as the fiscal year begins on October 1, 2014. Managers and supervisors are encouraged to take a proactive approach and complete the planning phase by October 1, 2014

Managers and supervisors of employees that are hired after October 1, 2014, will have 30 days from the hire date to create and finalize their plans which can be done until June 30, 2015. New performance plans should be in place within 30 days for those employees who enter into new positions or into positions with vastly different duties are promoted or are otherwise subject to other personnel actions.  This can be done through June 30, 2015. 

The PeopleSoft system will have new functionality as a result of the PeopleSoft upgrade project currently being undertaken by OCTO.  Beginning on July 1, 2015, when the planning phase for FY2016 begins, it will be possible to develop FY2016 performance plans in the PeopleSoft ePeformance system while also conducting evaluations on FY2015 plans.

If you have any questions or concerns, please contact DCHR.PerfMgmt@dc.gov or at (202) 442-9700.

Suggested Dates for FY2013 Performance Management Cycle

7/1/14 -9/30/14

Planning Phase for FY2015 Performance Management Plans:  Managers should begin drafting Performance Plans.


PeopleSoft ePerformance system opens for FY2015 Performance Plan Creation and FY2014 Performance Evaluation submission.

10/1/14 -1/31/15

Managers are able to input Performance Plans, including S.M.A.R.T. goals and Individual Development Plans (IDP) in the PeopleSoft system. Manager should hold Performance plan discussion with employee.
* Managers are encouraged to integrate FY2015 performance plan discussions with employees’ FY2014 performance evaluation discussions.
10/1/14 – 12/29/14
  • Employee creates and submits the FY2014 Self-Evaluation to his/her supervisor through ePerformance. (optional)
  • Supervisor creates and submits the official FY2014 Evaluation to the Reviewer.
  • Reviewer approves/denies the FY2014 Evaluation.
  •  Supervisor makes the FY2014 Evaluation available for employee review.
  • Supervisor makes the FY2014 Evaluation available for employee acknowledgement.
  • Employee acknowledges that the FY2014 “Year-End” discussion was held.

Supervisor completes the FY 2014 Evaluations.

12/30/2014 PeopleSoft ePerformance system closes for FY2014 Evaluations.
1/31/2015 PeopleSoft ePerformance system closes for FY 2015 Plan Creation. System will be open on the 15th and 30th of each month for plan modification. 
11/1/14 -6/20/15 Supervisor issues Performance Improvement Plans (PIPs) to employees whose performance falls below Valued Performer (Performance Rating Level 3).
4/1/2015 -6/30/2015 PeopleSoft ePerformance system opens for FY2014 Mid-Year progress discussions.
Note: A “Mid-Year” progress discussion is mandatory for employees serving a probationary period.
7/1/15 -10/15/15
Planning Phase for FY2016 Performance Management Plans:  Managers should draft Performance Plans and input them into the PeopleSoft ePerformance system and coincide discussions of new plans with their Year-End Discussions held to evaluate FY15 performance.

For more information, please visit the DCHR ePerformance or contact Performance Management Team members: DCHR.PerfMgmt@dc.gov (202) 442-9700