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Performance
management is the systematic process by which an agency involves
its employees, as individuals and members of a group, in improving
organizational effectiveness in the accomplishment of agency
mission and goals. Planning in performance management means
formulation/ setting of performance expectations and goals for
groups and individuals to channel their efforts towards achieving
organizational objectives. It includes selection of objectives
and policies, programs and procedures to achieve the goals.
Plans are commitments to specific courses of action growing
out of the mental process of planning.
Monitoring
means consistently measuring/evaluating performance and providing
ongoing feedback to employees and work groups on their progress
towards approaching their goals. In an effective organization,
assignments and projects are monitored continually. Regulatory
requirements for monitoring performance include conducting progress
reviews with employees where their performance is compared against
their elements and standards. Ongoing monitoring provides the
opportunity to check how well employees are meeting predetermined
standards and to make changes to unrealistic or problematic
standards.
Performance
evaluations, which provide employers with an opportunity to
assess their employees' contributions to the organization, are
essential to developing a powerful work team. Evaluation and
reviewing can provide valuable information that demonstrates
the success of a program or shows what adjustments need to be
made. Evaluation, in the context of management activities, is
carefully collecting information about something in order to
make necessary decisions about it. A performance evaluation
system can motivate staff to do their best for themselves and
the practice by promoting staff recognition and improving communication.
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