Training and Implementation. GPES became fully operational in August 1998, at which time 1800 employee performance plans were created using the system. At the beginning of the performance cycle, all organizations must use GPES to define their mission in the format of objectives and underlying strategies. The employee and supervisor then choose from a universal list of organizational objectives to define the employee's performance plan. As a result, managers can collaborate and provide appraisal information online both to employees and to their home supervisors of record.
Employees can periodically contribute information about their achievements.
The system uses this information to further assess individual and organizational performance as well as multi-level reports. Linkage to Employee Performance Plans. The system enables an organization to view and measure its performance directly based on the accomplishments of its employees. This allows the organization to evaluate its progress toward effectively communicating, implementing, and accomplishing its mission. Accommodating Ongoing Changes.