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	Services
	Government Consulting
	Strategy & Planning
	Talent Management
	Results-Oriented Performance
	HR Transformation
	HR Technology Solutions

Results-Oriented Performance

Implementing Performance Management Systems

Federal agencies are being held accountable for results as never before. Watson Wyatt works with clients to design performance management and reward systems that align with the organization’s objectives and stimulate active employee support of its mission.

Most current initiatives to strengthen human capital management emphasize the need to create results-oriented, high-performing work cultures. As a result, agencies are being encouraged to establish programs that link individual performance to organizational objectives and reward employees based on how well they perform.

Watson Wyatt works with every level of an organization to establish an effective performance management system:

Organizational Goals. We develop strategic planning activities that help leadership teams establish performance objectives for all levels of the organization.

Supervisory Effectiveness. We teach supervisors how to craft effective performance goals and provide coaching and feedback that supports employee development.

Employee Input. We facilitate focus groups so managers and employees can provide input on the design and implementation of the new system.

Communication Strategies. We create materials and approaches to educate the workforce about the new system — and how it affects them — and to keep them informed of progress in implementing the system.

Best Practices in Implementing High-Performance Work Systems

• Leaders continually seek opportunities to show their support for the new system.
• Responsibility for implementing the system lies with line managers, not HR personnel.
• Supervisors provide feedback regularly, not just during formal appraisal meetings.
• Everyone in the organization is held accountable for supporting the system: there are rewards for supporting the initiative and consequences for not.
• The organization formally monitors implementation of the new system and makes adjustments as necessary.

Creating a high-performance work environment is not an easy task. With Watson Wyatt’s technical expertise and knowledge, clients can successfully implement new performance management systems and begin to transform their cultures.

Developing Performance-Based Compensation Systems

A results-oriented culture rewards employees based on their performance. Although federal alternative pay systems with performance- based pay have existed for 25 years, current efforts to expand this approach are receiving widespread attention.

Watson Wyatt is a leader in developing performance-based compensation systems. Organizations worldwide look to our Strategic Rewards and Pay Practices research when designing their compensation systems.

We bring an understanding of the trends and best practices in private sector compensation design and administration to agencies seeking new ways to motivate, engage and reward their workforce.

In fact, we have assisted with some of the federal government’s largest and most complex performance management and pay design projects. Agencies turn to us because of our expertise in:

• Creating market-based pay systems
• Designing pay bands
• Conducting salary surveys
• Developing incentive plans

Agencies have used our REWARD^TM salary planning and administration tool for current market data in designing their compensation systems:

Not all federal organizations are ready to implement a full-fledged pay-for-performance system. But for those that are — or that want to test the concept on a limited basis — Watson Wyatt offers both private sector best practices and an understanding of the federal work environment to support the successful design of new compensation approaches.

For Further Information

To put our Government Consulting Services expertise to work for you, please contact the Watson Wyatt Washington, D.C., office.