The DCIPS performance management process is designed to create a performance culture in which the performance and contributions of the workforce are linked to mission.
Making meaningful distinctions between levels of performance and rewarding performance according to those distinctions helps to drive performance.
Under DCIPS, how work is accomplished is just as important as what is accomplished. Employees are rated on both aspects through the use of performance objectives and performance elements.
Performance objectives express performance expectations. They are the "what" of job performance. They communicate major individual, team, and organizational responsibilities or contributions and related outcomes and accomplishments.
They capture the large buckets of an employee's work and are essentially what needs to be accomplished. For performance objectives to become a meaningful appraisal tool, they have to be appropriate to the pay band and position of the individual.
Performance elements are attributes of job performance that are significant to accomplishing individual performance objectives. They are the "how" of job performance. They can act as a guide on the path to accomplishing the job.
The DCIPS performance management process uses six performance elements.
The following six performance elements apply to DCIPS employees: (1) Accountability for Results, (2) Communication, (3) Critical Thinking, (4) Engagement and Collaboration, (5) Personal Leadership and Integrity, and (6) Technical Expertise.
DCIPS supervisors and managers will be evaluated on the managerial portion of the first four elements. In lieu of the last two elements, they will be evaluated on their Leadership and Integrity and Managerial Proficiency.