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Jenn Lemmon
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Check Your Sports App For Daily Performance Assessments

In our ATO dugout, we have a different culture – but we do embrace consistent and constructive performance management year-round. And as we begin the new fiscal year, we ought to close out our performance plans for 2019 and develop our 2020 plans.

I encourage you to start this process with a strong self-assessment. Take the time to remind your managers of the goals you accomplished and the challenges you overcame. Also be sure to ask the right questions – where do you need improvement and what do you need to do now to build the foundation that will get you to your goals?

 Managers also must take the steps necessary to make performance review time a positive, meaningful experience, with honest verbal and written feedback. This isn’t the time to just check a box. When performance management is done well, it can help you manage development, retention and promotions, as well as correct poor performance.

When we provide continuous feedback throughout the year, there should be no real surprises at official performance meetings.  

FY19 final ratings for employees covered in the Valuing Performance system are due Oct. 21, and for employees covered by the Performance Management System (PMS), Oct. 30.

Beginning this fiscal year, the Performance Management and Assessment System (PMAS) will replace the PMS used for bargaining unit employees. PMAS opened this week, and managers are required to place all initial plans in the system by Nov. 30.

Managing performance is important, so please take the time to make it meaningful.

Thanks, everyone!


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