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 VIDEO TRANSCRIPT (NOVEMBER 2010)

WELCOME BACK TO THE DEPARTMENT OF THE NAVY’S CIVILIAN HUMAN RESOURCES WEBSITE. WITH THE LAST GROUP OF DON EMPLOYEES SUCCESSFULLY TRANSITIONED FROM NSPS TO THE GENERAL SCHEDULE FOR FISCAL YEAR 2010, I’D LIKE TO TALK BRIEFLY ABOUT PERFORMANCE MANAGEMENT. SINCE APRIL, THE DON HAS TRANSITIONED NEARLY 45,000 EMPLOYEES. THE REMAINING 27,000 OR SO NSPS EMPLOYEES WILL TRANSITION IN CALENDAR YEAR 2011 TO VARIOUS PERSONNEL SYSTEMS TO INCLUDE GS, ACQUISITION DEMONSTRATION PROJECTS, STRLS, AND A DOD PHYSICIAN AND DENTIST PAY PLAN.

REGARDLESS OF THE PERSONNEL SYSTEM, PERFORMANCE MANAGEMENT AND REWARDING THE CONTRIBUTIONS OF OUR CIVILIAN WORKFORCE CONTINUE TO BE PRIORITIES ACROSS THE DON AND DOD.

PERFORMANCE MANAGEMENT IS THE WAY WE:

  1. PLAN WORK AND SET EXPECTATIONS;
  2. DEVELOP THE CAPACITY TO PERFORM WITHIN OUR EMPLOYEES;
  3. CONTINUALLY MONITOR PERFORMANCE;
  4. ANNUALLY RATE PERFORMANCE; AND
  5. REWARD EMPLOYEES FOR ACCOMPLISHMENTS AND CONTRIBUTION TO MISSION.

A STRONG PERFORMANCE MANAGEMENT SYSTEM ENSURES GOALS FROM LEADERSHIP ARE ALIGNED AND CASCADED THROUGH THE ORGANIZATION TO THE EMPLOYEES. THIS ALIGNMENT RESULTS IN A MOTIVATED WORKFORCE WHERE EVERY EMPLOYEE UNDERSTANDS HIS OR HER IMPORTANCE AND ROLE IN THE ORGANIZATION. WITHIN DON, WE HAVE IMPLEMENTED AN INTERIM PERFORMANCE MANAGEMENT SYSTEM FOR ALL NON-BARGAINING UNIT POSITIONS RECENTLY TRANSITIONED FROM NSPS TO GS.

I INVITE YOU TO EXPLORE THE SITE THIS MONTH AND LEARN MORE ABOUT THIS INTERIM SYSTEM AND HOW YOU CAN BEGIN TO PLAN AND SET YOUR PERFORMANCE CRITICAL ELEMENTS FOR THE NEXT APPRAISAL CYCLE.

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