Without objective and timely measurements of employee performance, it is exceptionally difficult for human resources management (HRM) in public agencies to make operational and strategic workforce decisions. The objective is to achieve a union between worker and job that consistently delivers better service to the public, while reducing operating costs.

Job analysis allows HRM to generate dependable descriptions about worker responsibilities for each job, in terms of providing useful services for public agency clients in a timely, efficient manner. Accurate job descriptions summarize workers’ job-skill categories and inform employee performance evaluation processes.

Analyzing the performance of public sector workers illuminates not only how well employees are meeting their job responsibilities, but also if government agencies are meeting their obligations to the public. Performance appraisals generate the data that improve the match between public sector workers and their jobs. 360 performance feedback reporting includes:

Public agencies require employees committed to providing appropriate services to often underprivileged client populations. Assessing how dedicated the employee is to the agency’s mission provides a rating of worker interest in the work. Can worker commitment be acquired through further training or must it depend entirely on the individual’s own personality?

Employees may believe wholeheartedly in the agency mission, seeking to deliver the best quality public services to the organization’s clientele. However, commitment does not always deliver effective workplace contributions, which need to measure up to professional standards to improve agency performance. Does the connection between this employee’s dedication to agency mission and her/his actual performance require improvement?

When employees are committed and performing to their full capabilities, the agency functions most effectively. The objective is to align individual performance with the agency’s strategic goals on an ongoing basis to provide steady service and contribution. Is this employee’s performance consistent or erratic?

Workers at different agency levels have different job responsibilities; evaluation processes need to similarly discriminate among workers to accurately rate their performance. Does this evaluation procedure differentiate between worker responsibilities?

Since they serve the public, agency employees must behave with discretion; also, they must be on time and minimize absences. Is this employee’s behavior appropriate?

Effective performance appraisal and management simultaneously involves and supports all workers, helping them optimize their professional potential for personal development, generating efficient agency operations. It clarifies employees’ workplace expectations by connecting specific agency objectives and strategies to their individual performance.

If you seek additional guidance implementing this valuable process, contact us at Grapevine Evaluation. We’ll ensure that the aims and objectives of your employee evaluation processes are clearly defined, to help you better associate your workers with jobs appropriate to their qualifications and talents.