Performance Management System

What is performance management and how is the annual cycle carried out?

Performance management is one of the seven subsystems that make up a Human Resources Administrative System , through which it seeks to identify, recognize and promote the contribution of all civil servants to institutional objectives and goals. It allows to demonstrate all the training needs that are required to improve performance according to the position they hold.

 It is carried out through an annual cycle, which must be comprehensive, continuous and systematic, and it also begins with the approval of an institutional operating plan . We can ask ourselves the following question, how is the performance management cycle developed?

The Annual Cycle Is Carried Out In Five Stages :


Setting goals and commitments



feedback The five stages have to be adjusted sequentially performance management system, that is, one after the other and necessarily have to be carried out to fulfill the cycle. Each entity has to define an annual schedule specifying the activities that have to be carried out. It is necessary to ensure the implementation of the performance management cycle.

What Does Each Stage Of The Performance Management Cycle Consist Of?

During the planning stage, all the activities that must be carried out throughout the cycle at an integral level are organized with the approval of the institutional schedule , in which the communication, awareness and training plans of all the employees of the entity are executed, in addition they are informed about all methodological aspects, but also about roles, responsibilities and rights. At this stage , an institutional evaluation committee is formed . During the goal-setting and commitment-setting stage, evaluators with their respective evaluates agree on goals on which the latter will be evaluated.

During the follow-up stage, those evaluated carry out the necessary activities to meet the goals agreed upon in the previous stage . For this, all the evidence that supports the fulfillment of the goals must be collected. The evaluator has to follow up and get involved in the fulfillment of the goals of the servants under his charge .

 In the evaluation stage, the achievement of the agreed goals is evidenced, it is the evaluators who value said performance and all the gaps are identified so that they can be addressed with training .During the feedback stage, the person in charge of carrying out the evaluation informs the person being evaluated about the results obtained, as well as identifying all the positive aspects and areas for improvement that require greater effort . An individual improvement plan should be built that seeks to improve the performance of the servers in the next annual cycle.

By Developing Performance Management, Am I Transitioning To The New Civil Service Regime?

No, since participating in the process of implementing performance management does not imply a mandatory transition by the entity. Said cycle will have an annual character beginning immediately at the end of the planning process and official presentation or the instrument of strategy and operations that take its place in the entity. It is worth mentioning that each of the five phases identifies the actors that participate, the objective pursued in it is to give predictability to the model and support the internalization of the actors involved.

Are all public entities required to implement the performance management subsystem?

Yes, there is a progressive implementation plan. It is necessary to detail the implementation strategy of the performance management subsystem that must be carried out in a period of 6 years, which goes from 2014 to 2020. The first two years, that is, 2015 and 2016, the methodology that leads to The performance management subsystem has been carried out in 20 public entities that have been selected under the criteria established in the implementation plan.

Does performance management include quizzes or tests of knowledge?

No, different tests or knowledge exams are not applied during the performance management cycle . In addition, evaluations are carried out taking into account the evaluation factors, through the goals that are related to the function that each evaluated server performs.

Performance Management Software

The ISOTools Platform offers solutions aimed at Corporate Performance Management, from the level of Strategic Planning to the monitoring and management phases of the indicators, including the generation of reports and the definition of the Balanced Scorecard, essential for adequate control over real time of your organization, offering multiple advantages and benefits.

Importance of Business Performance Management.

Therefore, Enterprise Performance Management becomes one of the most important activities ; because even though at Actio Consulting we are advocates that “processes (of all kinds) lead to results”, we would do well not to forget one of the most important stakeholders, such as the company’s property, which expects be duly remunerated. It is a semantic question, but I think that the Anglo-Saxon meaning (Performance Management) defines the matter better, because after the meaning of performance, the possible result is protected, but also the action (the performance) that is carried out. The second leads to the first.

The process to follow in Performance Management.

Performance Management is a process through which the Management and Collaborators of an organization develop their activity as a team to:

Plan goals and activities

run them

follow them

Check that the results are what is expected.

This described cycle fits perfectly with the PDCA (Plan, Do, Check, Act) and SDCA (Standardize, Do, Check, Act) cycles and their counterparts, out of date in time and in the context in which we find ourselves, CAPD and CASD.

The management system.

At this point, we must think about how the management system should be, so that the effort of the people involved in the organization becomes an adequate result, for all the interested parties, and mainly, for the Clients.