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DCHR

DCHR

District of Columbia

Department of Human Resources

Performance Management Updates

The Performance Management Program is the cornerstone of the District’s effort to create a more productive and accountable workforce. Active participation demonstrates a commitment to employee performance and the performance of the District government.

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, 2022) as possible and to strive to have them completed no later than November 18, 2022.    The planning phase for Fiscal Year 2023 runs through October 1, 2022, with managers encouraged to begin drafting performance plans as early as September, outside of PeopleSoft, and to have new performance plans developed for incumbent employees by October 1, 2022. During the planning phase, managers are required to develop, communicate, and finalize employee performance goals for Fiscal Year 2023. Performance Plans provide a framework for developing the skills of the workforce and lay the groundwork for conducting meaningful performance evaluations at the end of the fiscal year.  It is important that employees understand the importance of their work and its connection to the agency mission.  Every employee should have a clear line of sight from their own S.M.A.R.T. goals all the way to the agency’s mission statement.  

Developing employee performance plans by October 1, 2022 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 2022 as possible and no later than November 18, 2022.  Afterwards the PeopleSoft ePerformance System will be open on the 15th and 30th of each month or the closest business days for plan modification through June 30th, 2023.  

FY2023 should be initiated and submitted as soon as the fiscal year begins on October 1, 2022. Managers are encouraged to take a proactive approach and complete the planning phase by October 1, 2022.  

Managers of employees that are hired after October 1, 2022, will have 30 days from the hire date to create and finalize their plans which can be done until June 30, 2023. New performance plans should be in place within 30 days for those employees who enter 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, 2023. 

If you have any questions or concerns, please contact [email protected] or at (202) 442-9661.

Suggested Dates for FY2023 Performance Management Cycle

DATE DESCRIPTION

9/1/2022 -9/30/2022

Planning Phase for FY2023 Performance Management Plans:  Managers should begin drafting Performance Plans outside of PeopleSoft ePerformance system.

10/1/2022

 PeopleSoft ePerformance system opens for FY2023 Performance Plan Creation and FY2022 Performance Evaluation submission.

10/1/2022 -11/18/2022

 Managers can input Performance Plans, including S.M.A.R.T. goals and Individual Development Plans (IDP) in the PeopleSoft ePerformance system. Manager should hold performance plan discussion with employee.
* Managers are encouraged to integrate FY2023 performance plan discussions with employees’ FY2022 performance evaluation discussions.
10/1/2022 – 11/18/2022
  • Employee creates and submits the FY2022 self-evaluation to supervisor through ePerformance. (optional)
  • Supervisor creates and submits the official FY2022 evaluation to the reviewer.
  • Reviewer approves/denies the FY2022 Evaluation.
  • Supervisor makes the FY2022 Evaluation available for employee review.
  • Manager holds evaluation discussion.
  • Supervisor requests the FY2022 evaluation employee acknowledgement.
  • Employee acknowledges that the FY2022 evaluation discussion was held.
  • Supervisor completes the FY 2022 evaluations.
11/1/2022 -9/30/2023 Manager issues Performance Improvement Plans (PIPs) if necessary. 
3/31/2023 -6/30/2023 PeopleSoft ePerformance system opens for FY2023 Mid-Year progress discussions. Managers should be sure to RE-FINALIZE plans in PeopleSoft after completing these discussions
Note: A Mid-Year progress discussion is mandatory for employees serving a probationary period.
9/1/2023 -10/1/2023 (Proposed)

Planning Phase for FY2023 Performance Management Plans:  Managers should draft Performance Plans and input them into the PeopleSoft ePerformance system as of 10/1/2023 and coincide discussions of new plans with their Year-End discussions held to evaluate FY2023 performance.

For more information, please contact: Philip Mancini at [email protected] or (202) 442-9661.