The Defense Performance Management and Appraisal Program (DPMAP) is a comprehensive performance management system designed to foster a culture of employee engagement, ongoing communication, and accountability within the Department of Defense (DoD). DPMAP training plays a crucial role in familiarizing employees and supervisors with the processes, philosophies, and tools associated with this new system.
Key Facts
- Purpose: DPMAP training aims to familiarize employees and supervisors with the processes and philosophies behind the new performance management system. It emphasizes the importance of employee engagement, ongoing communication, continuous feedback, and two-way communication between supervisors and employees.
- Training Requirements: DPMAP training typically consists of computer-based training modules that employees and supervisors need to complete. The training may include lessons on the new system, such as using the automated tool “MyPerformance” and understanding the performance planning process. The specific training requirements may vary depending on the organization and its implementation of DPMAP.
- Performance Plan Creation: Under DPMAP, employees and supervisors are required to create performance plans using SMART objectives. These plans should be developed, reviewed, and signed by the supervisor and employee within a specific timeframe. The performance plans outline the goals, expectations, and performance measures for the rating cycle.
- Progress Reviews: DPMAP requires at least one face-to-face progress review discussion between the supervisor and employee. These progress reviews provide an opportunity to assess the employee’s performance, provide feedback, and make any necessary adjustments to the performance plan.
- Final Performance Appraisal: At the end of the rating cycle, a final performance appraisal is conducted. The supervisor and employee have a discussion about the employee’s overall performance, and the supervisor enters the final performance rating into the system.
Purpose of DPMAP Training
DPMAP training aims to provide employees and supervisors with a thorough understanding of the principles and practices underlying the DPMAP system. It emphasizes the importance of employee engagement, continuous communication, ongoing feedback, and effective two-way communication between supervisors and employees. By equipping participants with the necessary knowledge and skills, DPMAP training helps create a work environment that promotes high performance and organizational success.
Training Requirements
DPMAP training typically consists of computer-based training modules that employees and supervisors are required to complete. These modules cover various aspects of the DPMAP system, including the use of the automated tool “MyPerformance,” the process of creating performance plans, conducting progress reviews, and completing final performance appraisals. The specific training requirements may vary depending on the organization and its implementation of DPMAP.
Performance Plan Creation
Under DPMAP, employees and supervisors work together to create performance plans that outline the goals, expectations, and performance measures for the rating cycle. These plans are developed using SMART objectives, which are specific, measurable, achievable, relevant, and time-bound. The performance plans serve as a roadmap for employee performance and provide a clear understanding of what is expected of the employee during the rating cycle.
Progress Reviews
DPMAP requires at least one face-to-face progress review discussion between the supervisor and employee. These progress reviews provide an opportunity to assess the employee’s performance, provide feedback, and make any necessary adjustments to the performance plan. The supervisor and employee discuss the employee’s progress towards achieving their goals, identify areas where improvement is needed, and develop strategies for addressing any challenges.
Final Performance Appraisal
At the end of the rating cycle, a final performance appraisal is conducted. The supervisor and employee have a discussion about the employee’s overall performance, and the supervisor enters the final performance rating into the system. The final performance appraisal serves as a summary of the employee’s performance during the rating cycle and provides an opportunity for the supervisor to provide feedback and recognition for the employee’s accomplishments.
References
- Naval Postgraduate School: DPMAP – Human Resources Office (https://nps.edu/web/hro/dpmap)
- Department of Defense Education Activity: Performance Management Appraisal Program (DPMAP) (https://www.dodea.edu/offices/human-resources/onboarding/performance-management-appraisal-program-dpmap)
- Defense Contract Management Agency: Welcome to DPMAP (https://www.dcma.mil/News/Article-View/Article/1483341/welcome-to-dpmap/)
FAQs
What is DPMAP training?
DPMAP training is designed to familiarize employees and supervisors with the processes and philosophies behind the Defense Performance Management and Appraisal Program (DPMAP). It emphasizes employee engagement, ongoing communication, and continuous feedback.
Who is required to complete DPMAP training?
All employees and supervisors who are subject to the DPMAP system are required to complete DPMAP training.
What topics are covered in DPMAP training?
DPMAP training typically covers topics such as the use of the automated tool “MyPerformance,” the process of creating performance plans, conducting progress reviews, and completing final performance appraisals.
How long does DPMAP training take to complete?
The duration of DPMAP training may vary depending on the organization and its specific implementation of the program. However, it typically consists of several hours of computer-based training modules.
What are the benefits of DPMAP training?
DPMAP training helps employees and supervisors understand their roles and responsibilities in the DPMAP system. It also provides them with the skills and knowledge necessary to effectively create performance plans, conduct progress reviews, and complete final performance appraisals.
When is DPMAP training typically conducted?
DPMAP training is typically conducted at the beginning of the rating cycle or when new employees join the organization.
Who is responsible for providing DPMAP training?
The organization’s Human Resources department or designated training personnel are typically responsible for providing DPMAP training to employees and supervisors.
Are there any resources available to help employees and supervisors prepare for DPMAP training?
Yes, many organizations provide resources such as online tutorials, job aids, and access to subject matter experts to help employees and supervisors prepare for DPMAP training.