# Federal Performance Management Course (Self-Paced)

Complies with 5 C.F.R. § 412.202(b)

Canonical URL: <https://www.graduateschool.edu/courses/federal-performance-management-course-self-paced>

## Overview

Become equipped in your role as supervisor, manager, and human resources specialist with the skills you need to make meaningful performance distinctions. Implement communication, planning, tracking, and other performance tools to make, or advise on making, performance decisions, regardless of the system in which you find yourself.

## What you'll learn

- Describe the basis for performance decisions.
- Identify the current federal performance management systems.
- Plan and determine how performance distinctions will be measured.
- Identify how to help employees progress toward established performance goals.
- Evaluate performance against established standards and communicate results.

## Curriculum

#### Module 1: Introduction and Overview

- Review the federal performance management landscape, history, and merit system principles.
- Explain the OPM performance management model and 2025 updates that align plans to mission and policy priorities.
- Define the basis for all performance decisions and the “performance management process” (plan–monitor–develop–rate–reward).
- Contrast traditional Title 5 and alternative systems (e.g., pay banding, pay-for-performance) and their implications.

#### Module 2: Planning and Measuring Performance

- Link organizational mission/strategic goals to unit and individual expectations.
- Identify performance elements (critical/noncritical) and write measurable standards.
- Select appropriate measures—quality, quantity, timeliness, cost-effectiveness, manner of performance.
- Tailor generic standards and document expectations clearly in written plans.
- Communicate expectations effectively and verify employee understanding.

#### Module 3: Monitoring Performance

- Track progress against elements and standards through ongoing check-ins and milestones.
- Provide timely feedback and course corrections using skillful listening and clear documentation.
- Diagnose root causes of gaps (resources, skills, clarity) and adjust plans when warranted.
- Maintain records that support fair mid-year discussions and end-of-cycle decisions.

#### Module 4: Developing Employees

- Identify development needs tied to mission goals and performance elements.
- Use coaching, training, stretch assignments, and job aids to build capability.
- Create and update development plans that target measurable outcomes.
- Reinforce engagement and accountability through collaborative goal setting.

#### Module 5: Rating Performance

- Summarize performance against standards and apply rating levels consistently.
- Write clear narratives that tie evidence to elements, avoiding common rating errors.
- Ensure ratings reflect meaningful distinctions and contributions to agency goals.
- Communicate results constructively and outline next-cycle expectations.

#### Module 6: Performance Consequences

- Connect ratings to rewards and recognition in alignment with agency policy.
- Address unacceptable performance via swift, standards-based actions where required.
- Leverage performance information for workforce decisions (development, reassignment).
- Promote a performance culture that values fairness, equity, and mission results.

## Pricing

**Tuition:** $1299