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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, 2019) as possible and to strive to have them completed no later than November 1, 2019.  The planning phase for Fiscal Year 2020 runs through October 1, 2019, 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, 2019. During the planning phase, managers are required to develop, communicate and finalize employee performance goals for Fiscal Year 2018. 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.  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 all the way from their own S.M.A.R.T. goals to the agency’s mission statement.

Developing employee performance plans by October 1st 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 1st as possible and no later than November 1, 2019.  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, 2020. 

FY2020 should be initiated and submitted as soon as the fiscal year begins on October 1, 2019. Managers and supervisors are encouraged to take a proactive approach and complete the planning phase by October 1, 2019.   

Managers of employees that are hired after October 1, 2019, will have 30 days from the hire date to create and finalize their plans which can be done until June 30, 2020. 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, 2020.  

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

Suggested Dates for FY2019 Performance Management Cycle

DATE DESCRIPTION

9/1/19 -9/30/19

Planning Phase for FY2020 Performance Management Plans:  Managers should begin drafting Performance Plans outside of PeopleSoft ePerformance system. 

10/1/2019

PeopleSoft ePerformance system opens for FY2020 Performance Plan Creation and FY2018 Performance Evaluation submission.  

10/1/19 -11/1/19

Managers are able to 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 FY2020 performance plan discussions with employees’ FY2019 performance evaluation discussions.
10/1/19 -11/1/19
  • Employee creates and submits the FY2019 Self-Evaluation to his/her supervisor through ePerformance. (optional)
  • Supervisor creates and submits the official FY2019 Evaluation to the Reviewer.
  • Reviewer approves/denies the FY2019 Evaluation.
  • Supervisor makes the FY2019 Evaluation available for employee review.
  • Manager holds evaluation discussion.
  • Supervisor makes the FY2019 Evaluation available for employee acknowledgement.
  • Employee acknowledges that the FY2019 evaluation discussion was held.
  • Supervisor completes the FY 2019 Evaluations.
11/1/18 -6/30/19 Supervisor issues Performance Improvement Plans (PIPs) if necessary to employees whose performance falls below Valued Performer level (Performance Rating Level 3).
4/1/20 -6/30/20 PeopleSoft ePerformance system opens for FY2020 Mid-Year progress discussions.
Note: A “Mid-Year” progress discussion is mandatory for employees serving a probationary period.
9/1/20 -10/1/20 (Proposed) Planning Phase for FY2021 Performance Management Plans:  Managers should draft Performance Plans and input them into the PeopleSoft ePerformance system as of 10/1/20 and coincide discussions of new plans with their Year-End discussions held to evaluate FY20 performance.

For more information, please visit the DCHR ePerformance or contact Performance Management Team members: [email protected] or at (202) 442-9661