Performance management has become a topic of much conversation in the Federal Government under the current administration. In the early months of the Trump administration, OMB-17-22 provided new guidelines designed to streamline these operations and improve overall efficiency in agencies.
With more than two million full-time employees, the Federal Government is the nation’s largest employer, and even divided into dozens of agencies and organizations, there are substantial, and often unique needs in managing such a large and diverse workforce.
There are established minimum guidelines for federal agencies selecting new performance management software. Laid out by the Office of Personnel Management’s (OPM) HR Line of Business (HR-LOB), these requirements carefully define the baseline of what agencies will need in 72 requirements.
One of the primary roles of managers in federal agencies is to provide feedback and remediation for their direct reports as part of the performance management cycle.
Advancements in federal HR technology can provide an almost immediate benefit in performance management processes. According to Jason Parman, HR Strategy Branch Manager at the Office of Personnel Management(OPM), in a recent interview with Government Matters, “A real area of opportunity that we’re finding with agencies is on a technology side, with a special aim toward technology that either automates or streamlines existing work processes.”
Much of last year’s OMB M-17-22 memo is guidance directing agencies to develop plans to maximize employee performance in conjunction with both short term and long-term reviews of the workforce. By conducting more effective and efficient performance reviews, employees will better understand these new expectations, address areas of weakness and improve their performance.