- Value [1] Clear Expectations
- The workgroup made remarkable progress by agreeing to set aside the mechanical elements of the employee performance appraisal
system, such as rating levels and awards, to focus on the relational elements that make any system useful, such as clear expectations,
frequent formal and informal feedback, and reliable, impartial treatment for good and bad performance.
- Value [2] Feedback
- ... frequent formal and informal feedback ...
- Value [3] Reliable Treatment
- ... reliable, impartial treatment for good and bad performance.
- Value [4] Impartial Treatment
- Value [5] High Performance
- To create high-performing organizations that are aligned, accountable, and focused on results, the workgroup recommends agencies
take on the following goals.
- Value [6] Alignment
- Value [7] Accountability
- Value [8] Results
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