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A Handbook for Measuring Employee Performance:
Aligning Employee Performance Plans with Organizational Goals

UnitedStatesOfficeof Personnel Management WorkforceCompensation andPerformanceService

PMD-13 RevisedJanuary2001

Table of Contents
Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 Chapter 1 PerformanceManagement: Background and Context . . . . . 3 Chapter 2 Distinguishing Activities From Accomplishments . . . . . . . . . The Fable of the Beekeepers and Their Bees . . . . . . . . . . . . . . . . . . . A Balanced Measuring System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . A Word About Categories of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Chapter 3Developing Employee Performance Plans . . . . . . . . . . . . . . . Step 1 Look at the Overall Picture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Step 2 Determine Work Unit Accomplishments . . . . . . . . . . . . . . . . . Method A: Goal Cascading Method . . . . . . . . . . . . . . Method B: Customer-Focused Method . . . . . . . . . . Method C: Work Flow Method . . . . . . . . . . . . . .. . . . Step 3 Determine Individual Accomplishments . . . . . . . . . . . . . . . . . Step 4 Convert Accomplishments Into Performance Elements . . . Step 5 Determine Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Step 6 Develop Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Step 7 Determine How to Monitor Performance . . . . . . .. . . . . . . . . . Step 8 Check the Performance Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 11 15 16 19 23 26 27 30 33 37 41 45 50 58 63

Chapter 4 Learning Aids . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 67 Performance Measurement Quiz With Answers . . . . . . . . . . . . . . . . . 67 Quick Reference for Developing Performance PlansThat Align With Organizational Goals . . . . . . . . . . . . . . . . . . 69 Appendix A: Examples of Standards Written at Five Levels . . . . . . . . . 73 Appendix B: Examples of Standards Written at Three Levels . . . . . . . . 77 Appendix C: Examples of Standards Written at Two Levels . . . . . . . . . 81

Foreword
This handbook is designed for Federal supervisors and employees and presents aneight-step process for developing employee performance plans that are aligned with and support organizational goals. It also provides guidelines for writing performance elements and standards that not only meet regulatory requirements, but also maximize the capability that performance plans have for focusing employee efforts on achieving organizational and group goals. The methods presented hereare designed to develop elements and standards that measure employee and work unit accomplishments rather than to develop other measures that are often used in appraising performance, such as measuring behaviors or competencies. Although this handbook includes a discussion of the importance of balancing measures, the main focus presented here is to measure accomplishments. Consequently, much ofthe information presented in the first five steps of this eight-step process applies when supervisors and employees want to measure results. However, the material presented in Steps 6 through 8—about developing standards, monitoring performance, and checking the performance plan—apply to all measurement approaches. The handbook has four chapters and appendices: C Chapter 1 gives the background andcontext of performance management that you will need to understand before beginning the eight-step process; C Chapter 2 defines accomplishments— which is key to using this handbook successfully; C Chapter 3 includes a detailed description of the eight-step process for developing employee performance plans that are aligned with and support organizational goals. C Chapter 4 provides study tools,...