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| opm performance appraisal assessment tool: Designing Performance Appraisal Systems Allan M. Mohrman, Jr., Susan M. Resnick-West, Edward E. Lawler, 1989-04-06 A comprehensive guide to planning, designing, and implementing appraisal systems that are tailored to meet an organization's real needs. For human resource professionals and managers, the authors show how to define performance, who should measure it, who should give and receive feedback, and how often appraisals should be made. They examine and evaluate the common approaches to appraisals--those oriented to the performer, the behavior, the result, or the situation--and shows how they can be integrated into an effective system. |
| opm performance appraisal assessment tool: Addressing and Resolving Poor Performance United States. Office of Personnel Management. Office of Workforce Relations, 2013 |
| opm performance appraisal assessment tool: Internal Control Management and Evaluation Tool United States. General Accounting Office, 2001 |
| opm performance appraisal assessment tool: Call to Action Anne Marrelli, 2010-11 Examines the effectiveness of Fed. first-level supervisors and how well agencies select, develop, and manage them. First-line supervisors, as the nexus between gov¿t. policy and action, are critical to productivity, employee engagement, and workplace fairness. Supervisory positions -- even at the first level -- have distinctive responsibilities and skill requirements. Therefore, it is essential that agencies have valid selection criteria and processes, comprehensive training programs, good communication and support networks, and sound accountability mechanisms for their first-level supervisors. In addition, this report recommends specific measures to improve supervisors management and performance. Charts and tables. |
| opm performance appraisal assessment tool: Personnel Data Standards United States. Office of Personnel Management, 1980 |
| opm performance appraisal assessment tool: Testing and Assessment , 1999 |
| opm performance appraisal assessment tool: Essentials of Personnel Assessment and Selection Scott Highhouse, Dennis Doverspike, Robert M Guion, 2015-11-19 This second edition provides managers and students the nuts and bolts of assessment processes and selection techniques. With this knowledge, managers learn to make informed personnel decisions based on the results of tests and assessments. The book emphasizes that employee performance predictions require well-formed hypotheses about personal characteristics that may be related to valued behavior at work. It also stresses the need for developing a theory of the attribute one hypothesizes as a predictor—a thought process too often missing from work on selection procedures. Topics such as team-member selection, situational judgment tests, nontraditional tests, individual assessment, and testing for diversity are explored. The book covers both basic and advanced concepts in personnel selection in a straightforward, readable style intended to be used in both undergraduate and graduate courses in Personnel Selection and Assessment. |
| opm performance appraisal assessment tool: A Manager's Handbook Mary Tyler, 1997 |
| opm performance appraisal assessment tool: Administrative Careers with America (ACWA) Arco, Arco Publishing Staff, 2002-11-15 The Administrative Careers With America (ACWA) exam is the test required for thousands of entry-level administrative, professional, and technical positions with the federal government. This guide offers the only preparation available, providing everything test-takers need to launch rewarding government careers. |
| opm performance appraisal assessment tool: Standards for Internal Control in the Federal Government United States Government Accountability Office, 2019-03-24 Policymakers and program managers are continually seeking ways to improve accountability in achieving an entity's mission. A key factor in improving accountability in achieving an entity's mission is to implement an effective internal control system. An effective internal control system helps an entity adapt to shifting environments, evolving demands, changing risks, and new priorities. As programs change and entities strive to improve operational processes and implement new technology, management continually evaluates its internal control system so that it is effective and updated when necessary. Section 3512 (c) and (d) of Title 31 of the United States Code (commonly known as the Federal Managers' Financial Integrity Act (FMFIA)) requires the Comptroller General to issue standards for internal control in the federal government. |
| opm performance appraisal assessment tool: Goal Setting Edwin A. Locke, Gary P. Latham, 1984 |
| opm performance appraisal assessment tool: Planning and Measurement in Your Organization of the Future D. Scott Sink, Thomas C. Tuttle, 1989-01-01 |
| opm performance appraisal assessment tool: Relationships with Labor Organizations United States. Department of the Army, 1974 |
| opm performance appraisal assessment tool: Strategic human capital management Jon Ingham, 2007 |
| opm performance appraisal assessment tool: Departments of Transportation, and Housing and Urban Development, and Related Agencies Appropriations for 2014 United States. Congress. House. Committee on Appropriations. Subcommittee on Transportation, Housing and Urban Development, and Related Agencies, 2013 |
| opm performance appraisal assessment tool: Organizational Project Management Ralf Müller, Nathalie Drouin, Shankar Sankaran, 2019 This concise text introduces an integrated view of all project management-related activities in an organization, called Organizational Project Management (OPM). Practical cases from several organizations, as well as popular theories such as the Resource-Based Theory and Institutional Theory provide for an insightful yet realistic understanding of OPM as an integrative tool for organizations to improve their efficiency and effectiveness. |
| opm performance appraisal assessment tool: Personnel Management in Government Norma M. Riccucci, Katherine C. Naff, 2017-09-25 With over 20 million people on its payroll, the government continues to be the largest employer in the country. Managing people who do the nation’s work is of critical importance to politicians and government leaders as well as citizens. The great recession of 2008 put enormous strains on governments, highlighting the key role personnel play in managing under times of austerity as well as prosperity. A thorough examination of political and historical aspects, Personnel Management in Government: Politics and Process, Seventh Edition provides students with a comprehensive understanding of human resource management within its historical and political context in the public sector. It discusses the development of public sector human resource management, the present status of best practices, and important insights from current scholarship on all three levels of government: federal, state, and local. See What’s New in the Seventh Edition: Personnel reforms under the Obama administration Pension developments at state and local levels of government Labor relations reforms at state and local levels, e.g. recent experiences in Michigan, Ohio, and other states making big changes to labor laws and policies Changes to diversity and affirmative action initiatives across the nation Developments in performance outcome initiatives at all levels of government During the 36 years since the publication of the first edition, the authors have addressed issues that were not yet considered mainstream, yet have become so over time. The seventh edition is no different. It examines progress that public personnel professionals are making to address changes in the political, legal, and managerial environment of the current decade. Exploring developments and innovations in the management of people who carry out the government's work, the book introduces students to public sector personnel management. |
| opm performance appraisal assessment tool: Improving Performance United States. Congress. Senate. Committee on Homeland Security and Governmental Affairs. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, 2009 |
| opm performance appraisal assessment tool: Departments of Transportation, and Housing and Urban Development, and Related Agencies Appropriations for 2009 United States. Congress. House. Committee on Appropriations. Subcommittee on Transportation, Housing and Urban Development, and Related Agencies, 2008 |
| opm performance appraisal assessment tool: Handbook on Performance Management in the Public Sector Deborah Blackman, 2021-05-28 This timely Handbook examines performance management research specific to the public sector and its contexts, and provides suggestions for future developments in the field. It demonstrates the need for performance management to be reconceptualized as a core component of business both within and across organizations, and how it must be embedded in both strategic decision-making and as a day-to-day leadership and management practice in order to be effective. |
| opm performance appraisal assessment tool: Financial Services and General Government Appropriations for 2015 United States. Congress. House. Committee on Appropriations. Subcommittee on Financial Services and General Government, 2014 |
| opm performance appraisal assessment tool: Enhancing Employee Performance United States. Congress. Senate. Committee on Homeland Security and Governmental Affairs. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, 2006 |
| opm performance appraisal assessment tool: Occupational Performance Model (Australia) Christine Chapparo, Judy Ranka, 1997 The purpose of this monograph is to introduce the Occupational Performance Model (OPM) (Australia) in its current stage of development. The structure of the model is viewed as an alternate representation of contemporary ideas about occupational performance. |
| opm performance appraisal assessment tool: Cambridge Handbook of Organizational Project Management Shankar Sankaran, Ralf Müller, Nathalie Drouin, 2017-05-23 In recent years, organizational project management (OPM) has emerged as a field focused on how project, program and portfolio management practices strategically help firms realize organizational goals. There is a compelling need to address the totality of project-related work at the organizational level, providing a view of organizations as a network of projects to be coordinated among themselves, integrated by the more permanent organization, and to move away from a focus on individual projects. This comprehensive volume provides views from a wide range of international scholars researching OPM at a cross-disciplinary level. It covers concepts, theories and practices from disciplines allied to management, such as strategic management, organization sciences and behavioural science. It will be a valuable read for scholars and practitioners alike, who are looking to enrich their understanding of OPM and further investigate this new phenomenon. |
| opm performance appraisal assessment tool: Addressing Poor Performers and the Law Neil A. G. McPhie, 2010 This report describes the similarities and differences between 5 U.S.C. par. 4303, and 7513, the two sections of the law that authorize an agency to take an adverse action against a Federal employee for poor performance. In that context, the report addresses the limited ability of the law to address the underlying challenges of a performance-based action. Poor performers are a serious concern for the Federal workforce, and one that the Government has historically had difficulties addressing. However, as this report explains, the biggest obstacle to addressing poor performers in the Federal Government is not created by a statute, but rather is simply a question of how supervisors manage the performance of their employees. Illustrations. |
| opm performance appraisal assessment tool: Optimizing Talent in the Federal Workforce William J. Rothwell, William J. Rothwell PhD, SPHR, Aileen G. Zaballero, Aileen G. Zaballero CPLP, John G. Park, John G. Park MBA, 2014-07 Taxpayers deserve the very best from public services, and first-rate public services can only be provided by outstanding government workers. Federal human resource managers face the challenge of attracting and retaining high-caliber individuals within the constraints of ever-tightening budgets and often-conflicting political directives. From a talent management perspective, Optimizing Talent in the Federal Workforce explores: • Best practices for recruiting and selecting employees • Proven methods for developing and training employees • Optimal deployment and placement processes. This text is a must-read for anyone in or working toward a government management position. |
| opm performance appraisal assessment tool: Financial Services and General Government Appropriations for 2011, Part 4, February 2010, 111-2 Hearings , 2010 |
| opm performance appraisal assessment tool: Handbook of Occupational Groups and Families , 1998 |
| opm performance appraisal assessment tool: Human Capital Sally Coleman Selden, 2008-07-21 With the shift from human resources to human capital management (HCM), public agencies are striving to strategically manage their workforces. Sally Selden’s groundbreaking book moves far beyond describing best practices and offers the context in which innovative practices have been implemented. She details how agencies are creating performance-aligned workforces by adopting systems and policies that are driven by their strategic missions. This book covers core topics of personnel courses—including hiring, training, retention, performance, and recognition—but also includes integrated coverage on measuring success through assessment. Further helping readers grasp how HCM works, the book uses original data from the Government Performance Project and incorporates many comparative examples across a wide range of states, plus federal and municipal agencies. Unlike anything else available, Human Capital fills a critical gap for both students and public personnel professionals. |
| opm performance appraisal assessment tool: Departments of Transportation, and Housing and Urban Development, and Related Agencies Appropriations for 2013: FY 2013 budget justifications: HUD; U.S. Access Board; FMC; NRC; USICH; NTSB United States. Congress. House. Committee on Appropriations. Subcommittee on Transportation, Housing and Urban Development, and Related Agencies, 2012 |
| opm performance appraisal assessment tool: Commerce, Justice, Science, and Related Agencies Appropriations for 2015 United States. Congress. House. Committee on Appropriations. Subcommittee on Commerce, Justice, Science, and Related Agencies, 2014 |
| opm performance appraisal assessment tool: Adverse Impact and Test Validation Dan Biddle, 2017-05-15 Adverse impact analyses and test validation promote social justice and equity. Employers who unknowingly use invalid tests or recruitment procedures that have an adverse impact are reducing minority and/or female representation in their workforce, unfairly screening out qualified workers and (worst of all) just plain discriminating. Dan Biddle's Adverse Impact and Test Validation provides you with analyses that allow you to identify which of your selection procedures have adverse impact. The validation steps will help you decide whether to keep the selection procedure (because it's valid), change it, or stop using it altogether. This second edition contains new material on using multiple regression to evaluate pay practices and provides step-by-step instructions for using SPSS or Excel for evaluating your company's pay practices for possible inequities. New content on how to define Internet applicants and set up defensible Basic Qualifications (BQs) for online recruiting will help employers ensure compliance with EEO regulations and screen in qualified applicants. Specific guidelines for developing and validating written job knowledge tests, such as those used for police and fire promotional testing, have also been included in this new edition. The downloadable resources include tools (which may be used on a trial evaluation basis) describing several of the functions described in the book, including Adverse Impact Toolkit®, Test Validation and Analysis Program® (TVAP®), Guidelines Oriented Job Analysis® (GOJA®) Manual, and Content Validity Checklists. This highly pragmatic guide goes beyond the concepts, theories and ideas behind adverse impact and test validation. It not only explains what to do but crucially, also shows you how to do it. The second edition has been expanded to include two brand new chapters with a new Appendix and comes with new editions of the accompanying software. As a means of protecting your organization from litigation, damage to employee relations and to your corporate reputation, Adverse Impact and Test Validation is a 'must-have' purchase for human resource professionals, testing and recruitment specialists. |
| opm performance appraisal assessment tool: Federal Supervisors and Poor Performers United States. Merit Systems Protection Board, 1999 |
| opm performance appraisal assessment tool: Making the Right Connections Susan Tsui Grundmann, 2011-05 Some abilities needed for Federal jobs may be inherently more difficult to learn than others. Research on mental abilities distinguishes among those that can be developed through training, those that are unresponsive to training, and those that are moderately responsive. This dimension is known as trainability. This report contrasts employee perceptions of the trainability of job-relevant abilities with research findings about the actual trainability of these abilities. The goal is to help agencies use training resources to enhance individual and organizational performance by highlighting abilities for which training may be less beneficial than other organizational improvement strategies. Charts and tables. |
| opm performance appraisal assessment tool: The Standard for Organizational Project Management (OPM) , 2018-06-21 PMI's latest foundational standard, The Standard for Organizational Project Management (OPM), expands upon the popular Implementing Organizational Project Management: A Practice Guide, published in 2014. This newly-created standard is a result of survey feedback that revealed acceptance of the approach and increasing interest in an expanded version. OPM is defined as the integration of people, knowledge, and processes, supported by tools across all functional domains of the organization. The approach further advances an organization's performance by developing and linking portfolio, program, and project management principles and practices with organizational enablers (e.g., structural, cultural, technological, and human resource practices) and business processes to support strategic objectives. OPM helps organizations deliver value through the following principles: Aligning strategy Consistent execution and delivery Cross-functional collaboration Adding value to the organization Continuous training Although useful for any organization that is seeking to better meet its strategic objectives, this standard is particularly beneficial for organizations that do not have a unified project management approach. |
| opm performance appraisal assessment tool: Organizational Project Management Maturity Model (OPM3) Project Management Institute, 2003 THE KNOWLEDGE FOUNDATION IS A SUPPLEMENTAL BOOK THAT CONTAINS THE KNOWLEDGE PIECE, THE FIRST OF THE THREE INTERLOCKING ELEMENTS OF OPM3. THE KNOWLEDGE FOUNDATION DESCRIBES ORGANIZATIONAL PROJECT MANAGEMENT, ORGANIZATIONAL PROJECT MANAGEMENT MATURITY, RELEVANT BEST PRACTICES AND HOW TO USE OPM3, WITH VARIOUS APPENDICES AND A GLOSSARY. |
| opm performance appraisal assessment tool: Designing an Effective Pay for Performance Compensation System Cynthia H. Ferentinos, Neil A. G. McPhie, 2006-07 Federal Government agencies are moving to better align pay with performance & create organizational cultures that emphasize performance rather than tenure. However, agencies must invest time, money, & effort in the design of their pay for performance compensation systems in order to succeed. To help agencies understand the critical prerequisites to success & key decision points, a review was conducted of professional & academic writings on the topic of pay for performance. This user-friendly guide summarizes the research findings. Contents: a summary of pay for performance; benefits & risks associated with pay for performance; pay for performance decision points; conclusions & recommendations; & bibliography. Illustrations. |
| opm performance appraisal assessment tool: Office of Personnel Management: Opportunities Exist to Build on Recent Progress in Internal Human Capital Capacity United States. Government Accountability Office, 2007 |
| opm performance appraisal assessment tool: Upskilling and Reskilling ATD and i4cp, 2018-06-29 |
| opm performance appraisal assessment tool: Civilian Personnel Management Department of Defense, 2018-09-24 DODI 1400.25 Civilian Personnel Management - This book is volume 2. This information was updated 8/22/2018. Volume 1. Chapter 100 to 805 Volume 2. Chapter 810 to 1404 Volume 3. Chapter 1405 to 1800 Volume 4. Chapter 2001 to 3007 (DCIPS) The purpose of the overall Instruction is to establish and implement policy, establish uniform DoD-wide procedures, provide guidelines and model programs, delegate authority, and assign responsibilities regarding civilian personnel management within the Department of Defense. Why buy a book you can download for free? We print this book so you don't have to. First you gotta find a good clean (legible) copy and make sure it's the latest version (not always easy). Some documents found on the web are missing some pages or the image quality is so poor, they are difficult to read. We look over each document carefully and replace poor quality images by going back to the original source document. We proof each document to make sure it's all there - including all changes. If you find a good copy, you could print it using a network printer you share with 100 other people (typically its either out of paper or toner). If it's just a 10-page document, no problem, but if it's 250-pages, you will need to punch 3 holes in all those pages and put it in a 3-ring binder. Takes at least an hour. It's much more cost-effective to just order the latest version from Amazon.com This book includes original commentary which is copyright material. Note that government documents are in the public domain. We print these large documents as a service so you don't have to. The books are compact, tightly-bound, full-size (8 1/2 by 11 inches), with large text and glossy covers. 4th Watch Publishing Co. is a SDVOSB. www.usgovpub.com |
OPM Home - OPM.gov
OPM Delivers Digital Breakthrough for Federal Retirees Washington, D.C. — For the first time, U.S. Office of Personnel Management (OPM) personalized Retirement Booklets are now …
About Us - OPM.gov
The U.S. Office of Personnel Management (OPM) serves as the chief human resources agency and personnel policy manager for the Federal Government.
Retirement Services - OPM.gov
OPM is here to help you transition from serving the American people to enjoying your retirement. These links are useful to new and existing retirees throughout their retirement journey.
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OPM is here to help you find information on health and other insurance programs, including the Federal Employees Health Benefits Program, the Federal Employees Dental and Vision …
Salaries & Wages - U.S. Office of Personnel Management
For more information on the pay tables and related materials posted on our website, agencies may email PayPolicy@opm.gov. How to Obtain an FWS Wage Schedule. The Department of …
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General Contact Information for OPM Phone 202-606-1800 Mailing Address U.S. Office of Personnel Management 1900 E Street, NW Washington, DC 20415-1000 Get Help Contact …
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Looking for rewarding work that’s also well rewarded? OPM helps talented people find fulfilling careers in public service.
Contact OPM Retirement Services
OPM Retirement Services processes benefits for federal retirees, manages accounts for retirees, survivors, and qualified former spouses, and sends monthly annuity payments to beneficiaries. …
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May 29, 2025 · OPM Launches Historic Fully Online Retirement Application System Across Federal Government
Retirement - OPM.gov
Welcome to the new OPM support center You asked and we listened. We created one easy-to-use place for retirees, survivor annuitants, and their families to find top support content, like …
OPM Home - OPM.gov
OPM Delivers Digital Breakthrough for Federal Retirees Washington, D.C. — For the first time, U.S. Office of Personnel …
About Us - OPM.gov
The U.S. Office of Personnel Management (OPM) serves as the chief human resources agency and …
Retirement Services - OPM.gov
OPM is here to help you transition from serving the American people to enjoying your retirement. These links are …
Healthcare & Insurance - OPM.gov
OPM is here to help you find information on health and other insurance programs, including the Federal Employees …
Salaries & Wages - U.S. Office of Personnel Management
For more information on the pay tables and related materials posted on our website, agencies may email …
