top of page

Workshop and Training

  • Performance Appraisals

  • Strategic Planning

  • Organizational Performance Management

Performance Management Programs for Organizations

Normally, at end of each year there is a serries of assessment actions destinated to measure the the effectiveness of known as appraisal. Performance Management (PM) is more than the end of year appraisal. It’s about translating goals into results. Performance Management focuses not only on individual employees, but also on teams, programs, processes and the organization as a whole. A well developed PM program addresses individual and organizational performance matters necessary to properly create and sustain a healthy and effective results-oriented culture.  Public agencies have a greater challenge to define and measure results than private sector organizations, whose results are almost exclusively tied to financial goals. Public agencies are also required to comply with complex regulations that govern their performance management programs.  Effective PM will help your organization raise individual performance, foster ongoing employee and supervisor development, and increase overall organizational effectiveness.

​

Our mission here is to assist government agencies, non profit organizations build the culture of resultants driven to improve the performance of their organizations. Outcomes are obtained through through workshop and trainings.

Deatails

Appraisals

1) Appraisal Overview

Results-oriented performance appraisal plans are central to linking individual accountability to organizational outcomes to build a high performance organization. USILD Consultants can provide internal reviews to help agencies ensure that their performance management plans are compliant with your organization's Human Capital Accountability Assessment System and your organization's Performance Appraisal Assessment Tool (PAAT ) requirements. In the case of the United States government's agencies, these plan reviews encompass SES, SL/ST, and GS or equivalent performance appraisal plans.  The performance plan appraisal review process includes three “pass” reviews of individual performance plans with specific feedback on criteria specified in the PAAT, general briefings to managers and human resources officials, and one-on-one consultation with appraisal plan holders if needed.

2) Appraisal Program Development

First-Pass Performance Plan Review

USILD Consultants evaluate performance plans against criteria specified in the PAAT and indicate a rating of met/not met for each requirement. For items rated ‘not met,’ USILD Consultants provide specific commentary describing why requirements were not met so that the agency’s SES, SL/ST, or GS or equivalent and HR personnel can revise the plans appropriately.

​

General Briefings

Following the first-pass review, USILD Consultants can provide general briefings to the agency’s HR and SES, SL/ST, or GS or equivalent personnel to discuss the general themes found during the review. Briefings focus on overall findings of the group’s collective results, include a review of trends/themes for ‘met’/‘not met’ requirements and contain a discussion surrounding ‘not met’ requirements.

​

Second-Pass and Third-Pass Performance Plan Review

The agency makes corrections to Performance Plans based on the feedback from the first-pass review/briefing and re-submit to USILD for a second-pass review. The agency corrects second-pass plans rated ‘not-met’ on any requirement and re-submits corrected plans for a final, third-pass review. USILD Consultants utilize the same methodology for the second and third pass reviews as described in the First-Pass Performance Plan Review. USILD Consultants compare revised plans to the originals and provide specific commentary describing why requirements were not met based on changes from previous feedback.

​

Exemplary Performance Plan Review

After reviewing the Performance Plans USILD Consultants provide the top 10-15 exemplary plans. These exemplary plans will be chosen from the Performance Plans that pass review.

​

One-on-One Consultation

OPM Consultants provide one-on-one consultation with rating officials, executives, and supervisors regarding individual performance plans, with particular focus on writing results-focused measurable standards. Consultants go step-by-step through individual plans discussing HCAAF and PAAT requirements and make recommendations based on compliance

3) Appraisal System Evaluation

High performing organizations align organizational and individual performance management systems and human capital activities with the organizational strategic plan.  Creating a results-oriented, performance-based culture starts at the top and is cascaded through an agency’s management control tools.  A well designed organizational strategic plan or strategic human capital plan is essential.  USILD Consultants can assist agencies with their strategic planning process.  Given the nature of strategic planning, all projects are tailored to the specific needs of the agency and can range from assisting agencies, cradle to grave, with the step-by-step process for formulating a strategic plan, to facilitating leadership strategic planning off-sites to developing implementation plans.

​

When facilitating leadership off-sites, a sampling of services that can be provided include:

  • Pre-session development of materials and identifying key documents to be used for strategic planning session.

  • Pre-session discussions with leadership and stakeholders to refine the strategic planning session process goals and outcomes.

  • A validation or development of the mission and vision statements either during the strategic planning session or prior to the session.

  • A Strength Weaknesses Opportunities and Threats (SWOT) analysis exercise to help agencies understand their distinctive organizational competencies and recognize strategic implications.

  • A Strategic Issues Identification exercise to help agencies identify strategic issues – the fundamental challenges affecting the mission, mandates, values, structure, processes, and its management.

  • A Strategic Goal and Objective Identification exercise to help agencies identify strategic goals and objectives to deal with the strategic issues identified. These goals and objectives will be the foundation of the strategic plan.

  • A summary report of the strategic planning session’s activities and outcomes that can be translated into a strategic planning document.

4) Plan the Development

An effective performance appraisal program should be designed to hold individuals accountable for organizational results. Often the breakdown in this linkage occurs at the individual level.  Individual performance appraisal plans do not have adequate elements, standards, and performance measures to ensure an individual is appropriately being held accountable for results. USILD Consultants can help guide : the development of performance appraisal plans in accordance with policy and your agencies requirements. USILD Consultants can help:

  • identify cross-cutting performance goals

  • develop elements and standards aligned with an agency’s strategic plan and organizational measures

  • develop standardized measures.

​

Comprehensive performance appraisal plans can help employees understand their roles and how their roles relate to the goals of the organization, set expectations, and define clear outcomes.

​

Individual Development Plan Development

To be effective in their positions, employees need to have the requisite knowledge, skills, abilities and competencies to perform work tasks. Individual Development Plans (IDP) are a tool to help identify development and training needs necessary for individual career development and work accomplishment. Like the annual performance appraisal plan, IDPs should be developed at the beginning of the fiscal year (or rating period) and establish individual training and development expectations. OPM Consultants can help guide the development of IDP forms and procedures and train managers and employees on its use.  OPM Consultants can customize the process and forms to meet the specific requirements of the agency or office.

Strategic Planning

High performing organizations align organizational and individual performance management systems and human capital activities with the organizational strategic plan.  Creating a results-oriented, performance-based culture starts at the top and is cascaded through an agency’s management control tools.  A well designed organizational strategic plan or strategic human capital plan is essential.  USILD Consultants can assist agencies with their strategic planning process.  Given the nature of strategic planning, all projects are tailored to the specific needs of the agency and can range from assisting agencies, cradle to grave, with the step-by-step process for formulating a strategic plan, to facilitating leadership strategic planning off-sites to developing implementation plans.

​

When facilitating leadership off-sites, a sampling of services that can be provided include:

  • Pre-session development of materials and identifying key documents to be used for strategic planning session.

  • Pre-session discussions with leadership and stakeholders to refine the strategic planning session process goals and outcomes.

  • A validation or development of the mission and vision statements either during the strategic planning session or prior to the session.

  • A Strength Weaknesses Opportunities and Threats (SWOT) analysis exercise to help agencies understand their distinctive organizational competencies and recognize strategic implications.

  • A Strategic Issues Identification exercise to help agencies identify strategic issues – the fundamental challenges affecting the mission, mandates, values, structure, processes, and its management.

  • A Strategic Goal and Objective Identification exercise to help agencies identify strategic goals and objectives to deal with the strategic issues identified. These goals and objectives will be the foundation of the strategic plan.

  • A summary report of the strategic planning session’s activities and outcomes that can be translated into a strategic planning document.

About Organizational Performance Management

 

Organizational performance management is so much more than the end of the year appraisal...it’s about translating goals into results. It is a comprehensive evaluation of not just are you doing things right, but whether you are doing the right things. Organizational performance management focuses on individual employees, as well as on teams, programs, processes, and the organization as a whole.

​

Government agencies have different challenges when defining and measuring results than private sector organizations, whose results are usually tied exclusively to financial goals. Federal agencies are also required to comply with complex statutes, regulations, executive actions, and/or case law that not only govern their programs, but define Federal employment law. USILD offers comprehensive consulting to determine the best organizational strategies, analyze current efforts against those benchmarks, and update workforce strategies to improve organizational performance and drive mission accomplishment in a manner consistent with applicable law.

​

Our Approach

 

​

​

     
 

​

​

​

​

​

  • Phase 1: ANCHOR

  • Phase 2: DETERMINE

  • Phase 3: TRANSFORM

​

​

​

​

​

​

​

​

​

Phase 1: ANCHOR

Strategically planning and measuring organizational performance is critical in the management of any organization. Changing and significantly increasing demands for programs, products, and services demand greater accountability and governance for peak organizational performance.

​

We will help your organization determine if it is “anchored in the right spot,” and doing the right things, in a manner consistent with applicable law.

​

USILD  consultants can help

  • Refine your organization’s core purpose and strategic priorities

  • Determine which priorities are enduring or short-term

  • Identify and validate key performance indicators that demonstrate to your key stakeholders how well your organization is achieving its mission and strategic priorities

  • Forecast internal and external environmental factors impacting the organization

​

Efforts will result in outcomes such as

  • A refined mission and vision

  • More defined goals and strategic outcomes

  • Strategic priorities aligned to organizational mandates and stakeholder needs

  • Results-oriented measures used to inform budgets, staffing and workforce plans, performance plans, and other operational plans

  • Key performance indicators that demonstrate organizational success in achieving the priorities

 

Phase 2: DETERMINE

Once your organization has refined its core purpose and key strategic priorities, it is time to determine how well your organization is positioned to fulfill that purpose and maintain focus on those priorities. Often this is either enhancing or completely adjusting current organizational processes or structure.

We will help your organization determine if it is doing things right.

​

USILD consultants can help

  • Identify how well the organization is performing against key performance indicators and stated outcomes

  • Determine how and where the workforce is spending its time

  • Determine how much of that time or budget is aligned or misaligned to strategic priorities

  • Evaluate the gap from where your workforce is today and where it needs to be

​

Efforts will result in outcomes such as

  • An evaluation of organizational success in meeting program outcomes

  • A comprehensive analysis on where time is spent in the organization from different critical perspectives (i.e., by function, budget, priorities, office, division, job series, etc.)

  • Recommendations to improve the structure, positions, and organizational activities

  • Workforce and/or business process improvement plans that close performance gaps and create greater efficiencies

  • Strategies to correct organizational misalignment

 

Phase 3: TRANSFORM

After identifying where your workforce is today, the next step is to make the changes necessary to successfully operate in your optimal state.

We help your organization close the gaps identified in the “Anchor” and “Determine” phases.

​

USILD consultants can help

​

Efforts will result in outcomes such as

  • New organization structure(s)

  • Updated or new position descriptions

  • Updated or new performance appraisal plans

  • Strategies for successful succession planning

  • Strategies for effective recruitment and hiring

  • Employee development strategies

  • Retention management strategies

  • Measurement strategies aligned with the organization’s goals

  • Change management strategies for successful implementation

organizational-performance-management_model.jpg
bottom of page