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, 2015) as possible as and strive to have them completed no later than November 15, 2015. The planning phase for Fiscal Year 2016 runs from July 1, 2015 to October 1, 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, 2015. During the planning phase, managers are required to develop, communicate and finalize employees’ performance goals for Fiscal Year 2016. 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 2015 as possible as and no later than November 15, 2015. The ePerformance System will be open on the 15th and 30th of each month for plan modification.
FY2016 should be initiated and submitted as soon as the fiscal year begins on October 1, 2015. Managers and supervisors are encouraged to take a proactive approach and complete the planning phase by October 1, 2015.
Managers and supervisors of employees that are hired after October 1, 2015, will have 30 days from the hire date to create and finalize their plans which can be done until June 30, 2016. 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, 2016.
If you have any questions or concerns, please contact firstname.lastname@example.org or at (202) 442-9661.
Suggested Dates for FY2013 Performance Management Cycle
7/1/15 - 9/30/15
|Planning Phase for FY2016 Performance Management Plans: Managers should begin drafting Performance Plans.|
|PeopleSoft ePerformance system opens for FY2016 Performance Plan Creation and FY2015 Performance Evaluation submission.|
10/1/15 - 11/15/15
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 FY2016 performance plan discussions with employees’ FY2015 performance evaluation discussions.
|10/1/15 – 11/15/15||
Supervisor completes the FY 2015 Evaluations.
|11/1/15 -6/20/16||Supervisor issues Performance Improvement Plans (PIPs) if necessary to employees whose performance falls below Valued Performer (Performance Rating Level 3).|
|4/1/2016 - 6/30/2016||
PeopleSoft ePerformance system opens for FY2015 Mid-Year progress discussions.
Note: A “Mid-Year” progress discussion is mandatory for employees serving a probationary period.
7/1/16 - 10/1/16
|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 FY16 performance.|
For more information, please visit the DCHR ePerformance or contact Performance Management Team members: email@example.com or at (202) 442-9661