The Department is committed to fostering a performance culture that motivates and rewards its workforce for high performance and ensures that  employees are focused on achieving results aligned with the strategic goals.  The Department has established the following expectations:

1. Employee performance expectations will be aligned with Departmental strategic objectives and/or OA organizational goals and objectives;
2. Organizational goals and priorities will be communicated to employees;
3. Supervisors and managers will be held accountable for individual and organizational performance;
4. Awards and recognition will be given to employees who meet organizational objectives and priorities; and
5. Assistance will be provided to employees to improve poor performance, and timely actions will be taken to remove employees for unacceptable.   

• Performance Appraisal System
• Performance Plans
• Critical Results
• Performance Indicators
• Performance Management Responsibilities
• Performance Discussions
• Communicating Goals and Expectations
• Performance Ratings
• Off-Cycle Ratings
• Summary Ratings
• Quality Step Increase
• Performance Metrics
• Motivating Employees
• Performance Feedback
• Dealing with Poor Performers
• Opportunity to Improve
• Performance Improvement
• Performance Based Actions
• Demotion
• Removal
• Within-Grade Increase
• Below “Fully Successful” Performance
• Frequently Asked Q & A

Toolkit Home | Accommodation for the Disabled | Awards & Recognition | BenefitsCompensation & Pay | Dealing with Misconduct | Diversity | Hours & Work | Labor RelationsLearning & Development | Leave | Performance Management | SafetyStaffing | Workers Compensation | Workforce Planning | Workforce Restructuring | Worklife