In January of 2021, the Executive Office of the President, Office of Management and Budget (OMB) issued guidance to federal agencies to continue following statutory requirements for performance management previously outlined in the Government Performance and Results Act of 1993 (GPRA) and the Government Performance and Results Modernization Act of 2010 (GPRMA). This directive follows the December, 2020 revision to OMB Circular A-11 which removed these statutes from the Circular.
The statutes direct federal agencies to “establish goals and metrics to continue following statutory requirements for performance management . . . and to report on whether they are meeting their established goals and metrics.” In the memo (M-21-13), OMB urges agencies to rethink how they set performance metrics and goals, as the current systems and “legacy practices” have “failed to adequately amplify the highest agency priorities and to isolate and track the key metrics that could meaningfully measure progress.”
In an effort to overhaul the process, OMB has directed agencies to identify two key performance management goals and to “work with their OMB counterparts” to narrow down key metrics to achieve better, measurable results. In doing so, OMB hopes that federal agencies can achieve transparency and accountability in their operations.
Further, OMB has detailed plans to establish a Federal Program Inventory, or website that provides a “coherent picture of all Federal programs, and the performance of the Federal Government as well as individual agencies” as directed by GPRAMA. Following December 2020 guidance, OMB established a four-phase pilot program to inform best practices for establishing the Federal Program Inventory. Now in its third phase, stakeholders will be able to provide feedback and “identify ways to improve the reporting and display of information.”
At AINS, we have long been helping federal agencies to establish clear guidelines and see more meaningful results through the implementation of our HR solution. We understand that transformation is required in many federal agencies to overcome legacy processes and comply with the constantly changing requirements of the executive branch. We also believe that agency success starts with focusing employees on accomplishing the goals and objectives of the program. That is why we built our solution, eCase HR, on a configurable, low-code platform: so that agencies can continue to meet new business needs now and into the future through an employee-centric approach.
eCase HR provides a full suite of intuitive tools to automate the end-to-end HR process, including performance management. Our performance management solution is results-oriented software that translates goals to outcomes while promoting accountability and engagement. Through eCase Performance management, agencies can set objectives, track progress, collaborate, and capture employee evaluations, approvals, and documentation. Agencies can track clear metrics that serve to inform, rather than hinder, their set goals. Additionally, eCase offers seamless and secure integration with external systems, so that when OMB releases the Federal Program Inventory, eCase will be able to meet interoperability requirements.
As directed in memo M-21-13, it is time for federal agencies to forego legacy programs and look to transform performance management through the enterprise. eCase will enable agencies to clearly define and meet their performance management goals, in order to meet “the vision of transparency and accountability that originally animated proponents of Federal performance management legislation.”