GovLoop and the U.S. Office of Personnel Management are delivering a pilot course entitled, "Performance Management for HR Practitioners." This slide deck outlines the course as part of the Participant Orientation. To learn more about this course and GovLoop's social learning activities, please contact andrew@govloop.com

1. Performance
Management for
HR Practitioners
PARTICIPANT ORIENTATION
S

2. Today’s Agenda
S Introductions S Instructional Tools
S Course History, Overview, Goals S ReadyTalk
S Course Content S GovLoop Virtual Classroom
S Live Online Training (Tue) S Syllabus
S Weekly Readings (Wed) S Participant Guide
S Live Group Discussion (Thu) S Slides / Archives
S Weekly Partner Reflection (Fri) S Q&A
S Course Data S Assignments / Next Steps
S Pre- and Post- Surveys

3. Welcome and Introductions
GovLoop OPM
S Linda Datcher
S Steve Ressler Workforce Development Manager
Founder / President S Karen Simpson
Exec Dev and Training Policy Analyst
S Andrew Krzmarzick
S Instructors
Community Manager
S Amanda Custer (Week 1)
S Ryan Hendricks (Week 2)
S Tony John (Week 3)
S Kevin Galliers (Weeks 4-5)
S Kate McGrath (Week 6)
S Megan Arens (Week 6)

4. Course Context and Goals:
New Reality
S Context
S budget cuts and travel restrictions spurring innovative approaches
S online and social learning = quickly emerging trend
S pilot DoD’s “Performance Management for HR Specialists”
S vetted by OPM policy experts and posted on HR University
S Goals
S incorporate social learning into HR course(s)
S increase low- and no-cost training opportunities for HR professionals
S facilitate greater transfer of learning back to the job

5. Course Context and Goals:
Social Learning
Connect Government to Improve Government.
• Inspire and inform public sector professionals
• Largest government niche network: 65,000 members
THE KNOWLEDGE NETWORK FOR GOVERNMENT.
• Links like-minded people / projects, enhance efficiency
• Assesses and addresses key topics and trends

6. Course Context and Goals:
You = Trailblazer!
S 95 Participants (original goal was 30)
S 30 Agencies Represented
S DLA, DoD, DOE, DOL, DOT, ED, EPA, FCC, HUD, IRS, Navy,
NLRB, Treasury, Senate, Smithsonian, VA, etc.
S HR Specialists, Program Analysts, Directors of Training,
Chief of Civilian Operations, Chief of Staff for HR

7. Course Learning Objectives
S After completing this course, participants will be able to:
S Describe the phases and requirements of the performance
management process
S Identify the controlling authorities
S Describe the functions, core responsibilities, and soft
skills required of the HR Practitioner related to
performance management
S Identify practices that encourage more regular and
meaningful communication with supervisors/managers

8. Course Learning Objectives
S Identify supervisor/manager responsibilities in each phase
S Explain the practitioner’s role in each phase
S Identify appropriate performance-based actions a practitioner
can advise a supervisor/manager to take
S Identify relevant authorities for the use of performance
management
S Demonstrate the ability to apply course content in a
simulation of a year-long performance review cycle

9. Typical Week
MON TUE WED THU FRI
Email: Webinar: Readings: Discussion: Reflection:
“Week Ahead” 2p ET Lunch / Learn 2p ET Email Partner
S We are tracking participation as part of the pilot
S Total time commitment: 2 ½ - 3 hours per week
S We recognize busy schedules!
S This is a recommended rhythm; virtual = flexible

10. Weekly Email
(Mondays)
Every Monday by 10a ET, we’ll send:
S Recap of Previous Week
S Webinar Links (Archive and Upcoming)
S Weekly Reading Links
S Group Discussion Link
S Reflection Reminder

11. Live Online Training
(Tuesdays at 2p ET)
Every Tuesday from 2-3 p EST:
S Intro, Recap and Logistics
S Content
S Scenario / Story
S Q&A
S Summary
S Assignments
S Recorded, available afterward in group

12. Weekly Readings
(Wednesdays)
S 2-3 short, required readings each week, others optional
S Blogs, discussions, podcasts from GovLoop and elsewhere
S Goals:
S get participants thinking more on each week’s topic
S Gain diverse perspective of peers / experts by social media
S engage in the broader conversations, read comments
S Add your thoughts to these blogs and discussions!

13. Live Group Discussions
(Thursdays at 2p ET)
Every Thursday from 2 – 2:45 p.m. EST
S Group grapples with a different challenge or scenario
S Synchronous discussion at established time
S Asynchronous if (a) cannot make it, (b) want to continue
S Akin to live chat – very slight delay in responses
S Goals:
S Apply concepts to tangible, concrete scenarios
S Engage with and learn from peers
S Build a network of trusted colleagues

14. Weekly Partner Reflection
(Fridays)
Every Friday by COB:
S Matched every participant with a course partner
S By Friday every week, participants discuss with partner:
S 2-3 things they learned by email
S Goals:
S gain the perspective of other HR practitioners
S reinforce learning
S rolls up to a final, individualized course learning summary
S could share with supervisors, as appropriate
S used in post-course surveys – did the learning “stick”?

15. Weekly Partner Reflection
(Fridays)
Subject Line: PM for HR, Week 1 Reflection
Sample Message:
Hi Steve - Wow! What a lot of information this week. I’d say my biggest lessons from the Week 1
assignments were:
1. Webinar: I was not aware that there is a common process for performance management and I feel
like I now can identify where we might be able to improve at our agency.
2. Readings: The article entitled “All About Clarity” really laid out the distinction of the role of PM
for Managers and Employees. I commented on the post, asking the author to explain where HR
professionals fit in.
3. Discussion: Those scenarios in the videos were great examples of my reality. I appreciate seeing a
“right” way and “wrong” way to handle those meetings. From the discussion, I learned that I
am not alone either!
I look forward to hearing what you learned!
Regards,
Andy

16. Course Data
Pre- and Post-Course Surveys
S Asked every participant and their supervisor to complete
S Received 40+ responses
S Top areas of need:
S 101 on Performance Management
S Performance Plans, Standards and Documentation
S Feedback, Coaching and Communication
S Conduct and Behavior
S Course Methodology / Online Training
S Given to instructors to shape webinars / case studies

17. Instructional Tools:
ReadyTalk
For Webinars
S Web-based; no downloads
S Mostly to use as presentation delivery tool
S Use chat box to submit questions anonymously,
which instructors will answer live

18. Instructional Tools:
GovLoop Virtual Classroom
For Assignments, Recordings and Discussions:
S A private GovLoop group will serve as our “classroom” for
the course (we’ve shared a link by email).
S need to create GovLoop profile first (free, easy)
S Participants can find information on:
S each week’s topics, assigned reading, archived webinars,
weekly discussions, instructor bios and more
S Please consider the group an ongoing resource, too!

19. Instructional Tools:
Syllabus
Overview of course and contents, general flow
S Please note:
S Live chats during webinars has changed
S Some instructor discretion for webinars as well
S Page numbers are listed to show where the content
information is located in the guide.

20. Instructional Tools:
Participant Guide
S Provided by DoD from previous course
S Adapted this course, but did not change the guide
S You may follow along, but we do skip around a bit
S Shows how we converted classroom-based to online

21. Questions?
S

22. Next Steps / Notes
ACTIONS
ü Join GovLoop and Create a Profile (if you haven’t already)
ü Be sure to upload a photo, please – enhances interaction
ü Join the GovLoop Virtual Classroom (link in email)
ü Introduce Yourself (link in email)
NOTES
ü Partner Assignments will be attached to Monday email
ü Attend Webinar next Tuesday

23. Thank You
Please send questions or
course feedback to
Andrew@GovLoop.com
S