The Performance Management Program is the cornerstone of the DC Government’s effort to foster a productive, innovative, dynamic and accountable workforce. Active participation demonstrates commitment to employee performance and the performance of the DC Government.
To provide employees with every opportunity to complete their annual goals and ensure their continuous professional development performance plans should be completed close to the beginning of the fiscal year (October 1, 2026) and no later than November 20, 2026. The planning phase for Fiscal Year 2027 runs through October 1, 2026, with managers encouraged to begin drafting performance plans as early as September 2026, outside of PeopleSoft, and to have new performance plans ready for incumbent employees by October 1, 2026. Performance Plans provide a framework for what each employee is responsible for in the FY 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’s 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.
Performance Plans should be developed, entered and finalized in the PeopleSoft ePerformance system between October 1 2026 and no later than November 20, 2026. 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 30, 2027.
Managers of employees that are hired after October 1, 2026, will have 30 days from the hire date to create or revise their plans which can be done through June 30, 2027. 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, 2027. Those hired from outside the District Government after June 30, 2027 will not have a performance plan for FY27. Note: for those employees hired after June 30, 2027 from a different District agency the old agency will be responsible for that employee’s evaluation.
If you have any questions, please contact [email protected] or at (202) 442-9661.
Dates for FY2026 Performance Management Cycle
| DATE | DESCRIPTION |
|---|---|
| 9/1/26 -9/30/26 | Planning Phase for FY2027 Performance Management Plans: Managers should begin drafting Performance Plans outside of PeopleSoft ePerformance system. |
| 10/1/2026 | PeopleSoft ePerformance system opens for FY2027 Performance Plan Creation and FY2026 Performance Evaluation submission. |
| 10/1/26 -11/20/26 | 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. |
| 10/1/26 – 11/20/26 |
|
| 12/21/26 -9/30/27 | Manager issues Performance Improvement Plans (PIPs) if necessary. |
| 3/31/2027 -6/30/2027 | PeopleSoft ePerformance system opens for FY2027 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. |
| 9/1/27 -10/1/27 (Proposed) | Planning Phase for FY2028 Performance Management Plans: Managers should draft Performance Plans and input them into the PeopleSoft ePerformance system as of 10/1/27 |
For more information, please contact: Philip Mancini at [email protected] or (202) 442-9661.