Federal Times would like to hear from federal managers on what they use to evaluate employees’ performance. Specifically, what kind of software tools or programs come in handy when you’re tracking someone’s progress and deciding how he stacks up to the goals you set at the beginning of the year? (You are setting those goals, right?)
E-mail me at email@example.com if you’d like to talk. If you’d prefer to speak off-the-record or on background, that’s fine.
Garth Olson Says:
May 24th, 2011 at 8:10 pm
We don’t use an automated system to set and monitor performance. We develop performance measures and goals, monitor throughout the year, and close out at the end of the year. All in a MS Word document, and with one on one communication. Low tech I guess.
Antonia Darling Says:
May 25th, 2011 at 7:41 pm
Our program tracks work done by staff members in numerous areas via sharpoint portals and other databases. All have easy to use reports features that allow the manager to see what each employee has reported, both in the specific and by gross numbers – and this can be compared to similarly placed employees, and can be cross refrenced with other reports to see if they match. However the data is just a starting place, personal supervision is also required, and regular communication.