Performance Management

System:

PM-G-Policy

System Level II PM-G-S2.1

The Agency’s PM policies and/or processes are customized to Agency’s requirements, and include specific guidelines on application of equal opportunity principles.

Evidences (ER)

ER 1.1 -

System Level III PM-G-S3.1

The Agency’s PM policies and processes cover competency requirements and are linked with other core HRM areas (i.e., RSP, L&D and R&R).

Evidences (ER)

ER 1.1 -

PM-G-Structure and Roles

System Level II PM-G-S2.2

The Agency has a PMT that performs additional functions to address specific PM needs (e.g., formulates customized criteria, guidelines and tools for setting performance standards).

Evidences (ER)

ER 1.1 -

System Level III PM-G-S3.2

The Agency has a PMT that collaborates with managers/supervisors, HRMO and other HR bodies in strengthening link between PM and other core HRM areas.

Evidences (ER)

ER 1.1 -

PM-G-Review Mechanisms

System Level II PM-G-S2.3

The Agency tracks the efficiency of PM processes and uses data to improve system:

• Completion of Performance Review Summary of Ratings supported by signed Office and Individual Commitment and Performance Review forms

• Timely submission of required PM forms and reports

Evidences (ER)

ER 1.1 -

System Level III PM-G-S3.3

The Agency tracks the effectiveness of PM processes and uses data to improve system:

• Summary and analysis of PM results

• Identification of common performance gaps and reasons for gaps

• Analysis of contribution of individual performance to office performance

• Identification of high potential employees

• Results of Individual Development Plan implementation

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Use of Technology)

System Level II PM-G-S2.4

The Agency uses a computer-based system to maintain PM documents.

Evidences (ER)

ER 1.1 -

System Level III PM-G-S3.4

The Agency maintains an Information Management System that shows link between PM and other core HRM areas (i.e., RSP, PM and R&R).

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Database Content)

System Level II PM-G-S2.5

The Agency maintains documentation and records on:

• PM process flow

• MFOs and success indicators

• System review data on PM efficiency

• System implementation (e.g., PMT minutes; performance review calibration results)

• Individual Development Plans

Evidences (ER)

ER 1.1 -

System Level III PM-G-S3.5

The Agency maintains documentation and records on:

• System review data on PM effectiveness

• PM policy and process flow showing link to other core HRM areas

Evidences (ER)

ER 1.1 -

Practices:

PM-G-Policy

Practices Level II PM-G-P2.1

The Performance Management Team (PMT) and managers/ supervisors can explain how Agency’s PM policies and processes meet the Agency’s needs.

Evidences (ER)

ER 1.1 -

Practices Level III PM-G-P3.1

The top management can describe/explain their involvement in linking the Agency’s PM policies and processes with other core HRM areas (i.e., RSP, L&D and R&R).

Evidences (ER)

ER 1.1 -

PM-G-Structure and Roles

Practices Level II PM-G-P2.2

The PMT and managers/ supervisors can describe/explain the functions of the team and how it reviews office and individual performance targets and accomplishments.

Evidences (ER)

ER 1.1 -

Practices Level III PM-G-P3.2

The top management can explain or cite examples of how they have used information generated by other core HRM areas in making PM decisions, or how they have used PM-generated information in making decisions in other core HRM areas.

Evidences (ER)

ER 1.1 -

PM-G-Review Mechanisms

Practices Level II PM-G-P2.3

The PMT and managers/supervisors can describe/explain how the Agency tracks the efficiency of PM processes, and how the Agency uses data to improve system.

Evidences (ER)

ER 1.1 -

Practices Level III PM-G-P3.3

The top management can describe/explain how the Agency tracks the effectiveness of PM processes, and how the Agency uses data to improve system.

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Use of Technology)

Practices Level II PM-G-P2.4

The PMT and managers/supervisors can describe/explain the computer-based system used to maintain PM data and documents.

Evidences (ER)

ER 1.1 -

Practices Level III PM-G-P3.4

The top management can explain how the Agency Human Resource Information System links PM and other core HRM areas.

Evidences (ER)

ER 1.1 -

RSP-G-Information and Communication (Database Content)

Practices Level II PM-G-P2.5

The PMT and managers/supervisors can describe/explain that the agency maintains documentation and records on:

• PM process flow

• System review data on PM efficiency

• System implementation (e.g., PMT minutes of meetings deliberations, comparative assessment data, selection criteria, etc.)

Evidences (ER)

ER 1.1 -

Practices Level III PM-G-P3.4

The top management can describe/explain how they can participate in providing inputs and accessing data in the system.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-G-Policy Review and Formulation

Competencies Level II PM-G-C2.1

Reviews and refines PM policies and/or policy guidelines to meet agency requirements and promote equal opportunity principles (e.g., provision of enabling support for differently-abled staff to meet targets), in collaboration with the PMT, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-G-C3.1

Develops PM policies and/or policy guidelines that clearly define link with other core HRM areas, in collaboration with the PMT, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

L&D-G-System Review

Competencies Level PM-G-C2.2

Tracks and analyses efficiency of PM processes and uses data to improve or recommend improvements in PM policies/policy guidelines and their execution, in collaboration with the PMT, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-G-C3.2

Tracks and analyses effectiveness of PM processes and uses data to improve or recommend improvements in PM policies/policy guidelines and their execution, in collaboration with the PMT, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

L&D-G-Use of Technology

Competencies Level PM-G-C2.3

Uses computer-based records and data management system to maintain PM documents.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-G-C3.3

Maintains Human Resource Information System that shows link between PM and other core HRM areas (i.e., RSP, L&D and R&R).

Evidences (ER)

ER 1.1 -

L&D-G-Communication

Competencies Level PM-G-C2.4

Updates everyone in the Agency on PM system and processes, and provides system review data to top management, managers/ supervisors and the PSB.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-G-C3.4

Develops and implements a communication plan to generate buy-in and engagement of everyone in executing PM programs and processes.

Evidences (ER)

ER 1.1 -

System:

PM-PC-Target Setting

System Level II PM-PC-S2.1

The Agency’s individual target-setting process is guided by performance standards agreed upon by managers/supervisors and employees.

Evidences (ER)

ER 1.1 -

System Level III PM-PC-S3.1

The Agency has an individual target-setting process that establishes agreements on both individual performance and competency proficiency targets.

Evidences (ER)

ER 1.1 -

PM-PC-Standard Setting

System Level II PM-PC-S2.2

The Agency has a process for establishing/ clarifying specific performance standards for individual positions vis-à-vis unit.

Evidences (ER)

ER 1.1 -

System Level III

PM-PC-S3.2

The Agency has a process for establishing, calibrating and reviewing performance standards for all common positions across different units.

Evidences (ER)

ER 1.1 -

Practices:

PM-PC-Target Setting

Practices Level II PM-PC-P2.1

The managers/supervisors can describe/explain how individual performance targets are set guided by established performance standards.

Evidences (ER)

ER 1.1 -

Practices Level III PM-PC-P3.1

The top management can explain his/her individual performance and competency proficiency targets.

Evidences (ER)

ER 1.1 -

PM-PC-Standard Setting

Practices Level II PM-PC-P2.2

The PMT and managers/supervisors and employees can describe/explain the process for setting performance standards at the beginning of the performance period.

Evidences (ER)

ER 1.1 -

Practices Level III PM-PC-P3.2

The top management can describe/explain their involvement in setting performance standards for common positions in the Agency.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-PC-Target Setting

Competencies Level II PM-PC-C2.1

Reviews and analyzes alignment of individual targets with unit targets, in collaboration with managers/ supervisors, and provides recommendations for improvement to concerned unit.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-PC-C3.1

Develops process and guidelines for formulating performance measures and targets, and orients managers/ supervisors and PMT.

Evidences (ER)

ER 1.1 -

L&D-PC-Standard Setting

Competencies Level II PM-PC-C2.2

Reviews and analyzes performance standards, in collaboration with managers/ supervisors, and provides recommendations for improvement to concerned unit.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-PC-C3.2

Develops process and guidelines for establishing and calibrating performance standards, and orients managers/ supervisors and PMT.

Evidences (ER)

ER 1.1 -

System:

PM-PMC-Performance Tracking

System Level II PM-PMC-S2.1

The Agency has processes (e.g., periodic review) that managers/ supervisors and employees use to track individual performance.

Evidences (ER)

ER 1.1 -

System Level III PM-PMC-S3.1

The Agency has processes (e.g. periodic review) and tools that managers/ supervisor use to track unit performance.

Evidences (ER)

ER 1.1 -

PM-PMC-Providing Performance Support

System Level II PM-PMC-S2.2

The Agency has performance coaching mechanism that is linked to performance tracking.

Evidences (ER)

ER 1.1 -

System Level III PM-PMC-S3.2

The Agency’s coaching mechanism is linked to L&D (e.g., provision of appropriate interventions during performance period to support competency development), and R&R (e.g., recognizing demonstration of extraordinary contribution).

Evidences (ER)

ER 1.1 -

Practices:

PM-PMC-Performance Tracking

Practices Level II PM-PMC-P2.1

The managers/supervisors can describe the tools and processes they use to track individual performance.

Evidences (ER)

ER 1.1 -

Practices Level III PM-PMC-P3.1

The top management can explain their involvement in tracking individual and unit performance.

Evidences (ER)

ER 1.1 -

PM-PMC-Providing Performance Support

Practices Level II PM-PMC-P2.2

The managers/supervisors and employees can explain how performance coaching is provided to affirm and/or improve performance.

Evidences (ER)

ER 1.1 -

Practices Level III PM-PMC-P3.2

The top management can explain or cite examples of their involvement in ensuring that performance tracking and coaching data is used as basis for providing L&D and/or R&R support to individuals and units within the performance period.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-PMC-Performance Tracking

Competencies Level II PM-PMC-C2.1

Develops individual and unit performance tracking tools and processes, and orients managers/supervisors and employees on their use.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-PMC-C3.1

Monitors application of performance tracking tools and processes, and provides assistance to managers/supervisors on their use.

Evidences (ER)

ER 1.1 -

L&D-PMC-Providing Performance Support

Competencies Level II PM-PMC-C2.2

Adopts performance coaching framework and develops tools (e.g., coaching guide or template) and orients managers/ supervisors on its application.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-PMC-C3.2

Monitors application of performance coaching framework and tools, and collaborates with managers/supervisors in providing appropriate L&D or R&R support.

Evidences (ER)

ER 1.1 -

System:

PM-PRE-Performance Review and Evaluation

System Level II PM-PRE-S2.1

The Agency’s individual performance review and evaluation process involves validation of employees’ self-rating by managers/supervisors based on documented accomplishments.

Evidences (ER)

ER 1.1 -

System Level III PM-PRE-S3.1

The Agency’s individual performance review and evaluation process includes assessment of individual performance and proficiency in job-related competencies. Ratings are used as basis for HR decisions (e.g., on reward and recognition, learning and development, promotion, etc.).

Evidences (ER)

ER 1.1 -

PM-PRE-Calibrating Performance Assessments

System Level II PM-PRE-S2.2

The Agency has a customized process for reviewing performance assessments to ensure agreed performance standards have been applied.

Evidences (ER)

ER 1.1 -

System Level III PM-PRE-S3.2

The Agency has a process for calibrating performance assessments for consistency across similar jobs with comparable performance measures and targets.

Evidences (ER)

ER 1.1 -

Practices:

PM-PRE-Performance Review and Evaluation

Practices Level II PM-PRE-P2.1

The managers/supervisors can describe/explain how individual performance is reviewed and evaluated.

Evidences (ER)

ER 1.1 -

Practices Level III PM-PRE-P3.1

The top management can explain or cite examples of how performance evaluation results are used in making HR decisions.

Evidences (ER)

ER 1.1 -

PM-PRE-Calibrating Performance Assessments

Practices Level II PM-PRE-P2.2

The PMT and managers/ supervisors can describe/explain how agreed performance standards are applied in reviewing individual performance assessments.

Evidences (ER)

ER 1.1 -

Practices Level III PM-PRE-P3.2

The top management can explain or cite examples of their involvement in ensuring that uniform performance standards are applied in assessing the performance of employees in similar jobs.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-PRE-Managing Performance Review and Evaluation Process

Competencies Level II PM-PRE-C2.1

Monitors the alignment of individual and unit performance assessment, in collaboration with PMT and managers/ supervisors, and provides recommendations for improvement.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-PRE-C3.1

Develops and applies guidelines and processes for using performance management assessment in making HR decisions, e.g., on reward and recognition, learning and development, promotion, and others.

Evidences (ER)

ER 1.1 -

L&D-PRE-Calibrating Performance Assessments

Competencies Level II PM-PRE-C2.2

Monitors consistency in application of policies and guidelines in the process for calibrating performance assessments, in collaboration with the PMT, and provides recommendations for improvement.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-PRE-C3.2

Develops and applies guidelines and processes for calibrating performance assessments, in collaboration with the PMT.

Evidences (ER)

ER 1.1 -

System:

PM-DP-Development Planning

System Level II PM-DP-S2.1

Agency uses customized planning templates (e.g., individual development plan) to discuss and document employees’ development areas and to recommend interventions.

Evidences (ER)

ER 1.1 -

System Level III PM-DP-S3.1

Agency has a process/tool for developing and using competency-based development plans as input to L&D plans.

Evidences (ER)

ER 1.1 -

Practices:

PM-DP-Performance Review and Evaluation

Practices Level II PM-DP-P2.1

The managers/supervisors can describe/explain how they conduct performance discussions/coaching to involve employees in preparing their individual development plans.

Evidences (ER)

ER 1.1 -

Practices Level III PM-DP-P3.1

The top management can describe or cite examples of L&D interventions/ opportunities that have been provided to them to improve or develop competencies needed for job performance.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-DP-Designing Development Planning Tools and Processes

Competencies Level PM-DP-C2.1

Develops customized planning templates for documenting comments and recommendations on employee’s development areas and recommended interventions.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-DP-C3.1

Develops tool and processes for formulating competency-based development plans.

Evidences (ER)

ER 1.1 -

L&D-DP-Facilitating Development Planning

Competencies Level PM-DP-C2.2

Develops and implements customized guidelines in development planning, and monitors application of managers/supervisors and employees.

Evidences (ER)

ER 1.1 -

Competencies Level III PM-DP-C3.2

Consolidates and analyses development plans and uses results as input to L&D plan development, in collaboration with managers/supervisors (and other HR units, if applicable).

Evidences (ER)

ER 1.1 -