MyPerformance

MyPerformance is the latest web-based system, designed to manage performance for Title 32/Title 5 employees.  

 

​CONTACTS ​
Performance Management Program

Call your agency representative at 503-584-3975, Send Email

​MyPerformance - System Help!

​Call your agency representative at 503-584-3975, Send Email

 

  

 

 
 
WHO SHOULD START USING IT
  • ​Use for all NEW employees!
  • Use for all CURRENT NON-PROBATIONARY employees, by 01-APR-2017
  • For all CURRENT PROBATIONARY employees - Please contact your agency representative for advice
 

  

REQUIRED TRAINING

INITIAL TRAINING: 

REFRESHER TRAINING: 

  

REPORTS (links to GKO)

Click here to access Performance Management Reports

 

LOGIN

Login through the DCPDS Portal

   

USER GUIDES

Other Helpful Guides:

  
 

REGULATION

 
 

TEACHING VIDEOS

 

FAQs

 
 
 
 
 
 
 
 
 
 
 
​TOP 10 THINGS YOU NEED TO KNOW!
​#10--Single cycle for all employees, April 1st - March 31st, with an appraisal effective date of June 1st. (Exceptions for probationary period employees)
​#9---3 face-to-face discussions are required: Plan meeting, Progress Review, Appraisal
​#8---90 day minimum of observed performance, to be eligible to receive an appraisal
​#7---MyPerformance automated system will be used to manage the process.
​#6---Current Performance Improvement Plan (PIP) individuals: Will remain in their current performance mgmt program until the PIP is resolved, based on a "savings provision" of the new regulation.
​#5---DoD Core Values forming the foundation of the performance culture are: Leadership; Professionalism & technical knowledge through dedication to duty; Integrity; Ethics; Honor, Courage and Loyalty.
​#4---Supervisors MUST ALLOW employees the opportunity to provide input into the development of their performance plan. Performance elements and standards must be written at the fully successful level using SMART criteria.
​#3---Three-tiered performance management program: LEVEL 5=Outstanding, 4.3 or greater overall score and no element rated a "1"; LEVEL 3=Fully Successful, overall score less than 4.3 and no element rated a "1"; LEVEL 1=Unacceptable, any performance element rated as a "1".
​#2---Supervisors are encouraged to recognize effective performance throughout the appraisal cycle, to promote a culture of enhanced employee engagement.
​#1---Supervisors MUST have a supervisory performance element in which their ability to manage subordinates is rated.