Control your work environment Everyone Control your work environment Everyone can start taking steps to help create a more positive workplace, and when employees work together to do so, a healthier workplace culture can develop. While it’s more “fun” to work on positive skills in the workplace, we also have to face reality—and the reality is that there are many challenges to building a healthy work environment. My new book, The Vibrant Workplace (subtitled Overcoming Obstacles to Building a Culture of Appreciation), focuses on understanding and overcoming the top ten challenges to creating a positive workplace.
In last week’s blog post on the challenges of
Annual performance review data, we pointed out that annual performance reviews are not conducive to candid discussions about how to improve skills. This can undermine employee development and succession planning activities. This week, we recommended that federal agencies implement two processes: the traditional performance management process mandated by OPM, which reviews accomplishments and shortfalls from the past year, and forward-looking competency benchmarking assessments to predict readiness for current and future roles.
Both are beneficial for the following reasons
Accurate Ratings Under a decentralized performance management system, annual performance evaluations can produce varying and unfair performance standards and ratings and be susceptible to human bias. However, competency overseas chinese in worldwide data assessments are less political than performance evaluations, which forces ratings to be more accurate. Using clearly defined behavioral benchmarks during competency assessments can further improve ratings.
Unlike standard annual performance evaluations
Competency assessments reflect the evolving nature of each job and the latest expectations for the skills required for job functions. With more accurate and unbiased recommendations for study materials assessments and ratings, agencies can uncover expected and unexpected insights about their workforce development programs. Greater Flexibility OPM has specific policies regarding the timing and administration of annual performance evaluations.
This is a good thing because it increases
Fairness and accountability for the previous year’s performance evaluations. However, OPM has provided greater flexibility with regard to rich data workforce development and succession planning activities. This is also a good thing because it allows individual agencies to tailor their own policies to meet their specific needs.
