How can we be sure that performance goals are realistic?
In training, PMP employees are taught to write goals that are S.M.A.R.T: Specific, Measurable, Attainable, Realistic, and Time-Related.
In addition, you set your performance goals in conjunction with your managers. Since both you and your manager need to sign off on your Performance Plan, you should both work to make sure that the goals are realistic. However, we encourage you to also include "stretch" goals to encourage greater success.
How will the Mayor require that all Agencies develop complete performance goals for all units in a timely fashion?
Agency Director performance contracts require that all eligible Performance Management Program (PMP) employees must fully participate in the Performance Management Program. Participation includes setting a Performance Plan at the beginning of the rating period, and completing an Annual Evaluation based on that Performance Plan at the end of the rating period.
When will we receive training on rewards and incentives (Chapter 19 in the DPM)?
Earlier this year, the Office of Personnel's Office of Performance Management presented training on Chapter 19 to the agency Human Resource Advisors. As a follow-up, the Performance Management is currently developing an hour and a half training module that will be offered to agencies by request in FY02.
When will lower level (union and non-union) employees receive performance-based evaluations?
We are currently exploring the possibility of expanding the population of employees covered under the PMP.
Is it a requirement for Agency Directors to provide employees with a copy of their performance plans by a certain date to enable employees to develop their plans to better support agency goals?
Ideally, PMP employees should know what their Agency Director's performance goals are before PMP goals are set.
How much authority do MSS employees really have to utilize the rewards and incentives outlined in Chapter 19?
MSS employees can implement the awards and incentives in Chapter 19 of the District Personnel Manual if they obtain the proper approval from their Agency Director and agency CFO.
We should have a District-wide employee recognition day. Are there any plans for this?
DCOP is looking into many different options to expand District employee recognition. An existing example is the Morris and Gwendolyn Cafritz Foundation Awards, administered by DC Agenda in partnership with the Center for Excellence in Municipal Management at George Washington University. These awards are designed to recognize and reward outstanding performance and exemplary service by DC Government employees. Each year, five winners are awarded $7,500 each.
All full-time DC Government employees with at least five years of continuous government service are eligible. Nominations are welcomed from all citizens, community and business organizations, and District employees.
For more information on the Cafritz awards, please visit the DC agenda website at www.dcagenda.org.
Are there any incentives and awards that we can use without money in the budget?
Time-off awards. Also, honorary awards may be granted, including Distinguished Service, Meritorious Service, certificates, and pins.
Can you explain the performance evaluation cycle? Is there a standard format/system throughout the District?
Please see our website at www.dcop.dc.gov, and select the performance management link. This explains the two performance management systems in use today in the District government.
Is MSS a permanent or temporary policy?
Feedback should be ongoing dialogue between manager and employee. A Mid-Year Review is an excellent opportunity to get formal feedback more than once a year. The Mid-Year and the Annual evaluations can be completed on the new Online PMP web-based performance management system.
What are the consequences for performing significantly below (or above) expectations?
If an employee does not receive a rating of "Meets Expectations," he or she is placed on a Performance Improvement Plan (PIP) for 30 days. If the employee does not meet the terms of the PIP, he/she is reassigned, demoted or terminated. Also, failure on the part of an employee to receive a rating of Meets Expectations or higher shall result in the due date for the periodic step increase being delayed for an additional year.
A rating of Meets Expectations or higher shall constitute performance at an acceptable level of competence for purposes of eligibility for a periodic step increase under Chapter 11 of the DPM. A rating of Exceeds Expectations or Significantly Exceeds Expectations supports the recommendation of a Sustained Superior Performance award.
Can we restore recognition for length of service?
There is nothing that prevents agencies from recognizing their employees who have long tenure in government.
What happens to an employee who is already at the 10th step? Are they still eligible for Quality Step Increases?
No, employees who are at step 10 cannot be considered for a Quality Step Increase.
What is the specific compensation for MSS employees when they meet their performance goals?
A rating of Meets Expectations or higher shall constitute performance at an acceptable level of competence for purposes of eligibility for a periodic step increase under Chapter 11 of the DPM. A rating of Exceeds Expectations or Significantly Exceeds Expectations supports the recommendation of a Sustained Superior Performance award.
Agencies