By Fort Jackson Directorate of Human ResourcesJanuary 12, 2018
The new Department of Defense Performance Management and Appraisal Program is about performance and results.
Working in an organization where employees know what is expected, where there is a shared vision of what needs to be accomplished, and where employees are provided feedback about performance is a recipe for success. Supervisors are encouraged to help employees take ownership of their performance by linking individual performance with organizational goals, discussing performance
elements, career goals and developmental needs with employees, monitoring performance, and evaluating contributions and accomplishments.
The DPMAP was developed through a roundtable collaboration for DoD employees. All employees in the grades: General Schedule (GS) 01-15, Wage Supervisors (WS), Production Facilitation Supervisors (WD), Wage Leaders (WL), Production Facilitation (WN), and Wage Grade (WG). To ensure a smooth transition, the DPMAP will be completed in three phases.
n Phase 1: By 1 July 2017, all GS 13-15 and equivalent WS
Civilian employees transitioned to DPMAP.
n Phase 2: By 1 November 2017, all GS 09-12 and equivalent WS, WL, WD, and WN Civilian employees transitioned to DPMAP.
n Phase 3: By 1 June 2018, all GS 01-08 and equivalent WL, and all WG Civilian employees will transition to DPMAP.
As part of the new U.S. Army Garrison, Directorate of Human Resources, Workforce Development Program, the DPMAP training will be provided throughout the Fort Jackson USAG so that each employee and supervisor that rates civilian employees will be prepared to transition to the new performance appraisal system. All employees and supervisors must successfully complete two days of in-person DPMAP training.
The DPMAP training for USAG personnel is currently scheduled on a weekly basis through February 2018. Additional classes will be scheduled as needed. All personnel needing to attend one of the scheduled sessions should have their Training Coordinators submit the necessary documentation
prior to the class start date in accordance with USAG OPORD 17-04-001.
The DPMAP training is essential for a smooth transition. It standardizes the approach across DOD and emphasizes the importance of supervisor-employee communication and engagement.
To ensure all supervisors and employees thoroughly understand the importance of all aspects of the program, the training is a small-group interactive class discussing performance management, engaging employees, planning performance, providing continuous feedback, monitoring performance, evaluating performance, along with recognizing and rewarding performance.
"It is our intent to offer an 'SEC' class. A class that will strengthen, encourage, and challenge all who attend," said Joey Hewitt, lead USAG DPMAP facilitator.
This training will help civilian employees understand the importance of effective two-way communication through team empowerment, upward coaching, and upward feedback. When
supervisors and employees effectively collaborate, they can greatly impact organizational effectiveness. These skills are all crucial to high performing organizations.
Effective communication includes two-way, ongoing, and meaningful feedback that contributes to the overall success of the employee and the organization. Effective feedback can help supervisors and employees better understand their actions and accomplishments and determine the impact they had on the performance and organization. When the information is specific, there is a better chance that the person getting the feedback will be motivated to begin, continue, or stop behaviors that
According to WFD Program Manager Mary Jo Behney, with the fundamentals learned through the two-day DPMAP training, employees will learn the importance of taking ownership of their performance and supervisors will understand how to continuously encourage their employees' involvement throughout the process. The employee's involvement will ultimately result in the organization achieving its mission more effectively.