Gold standard

Performance Management Program

The Performance Management Program for executives was introduced in 1998 as a management tool to support results-based organizational planning, reporting and accountability. In this regard, the PMP is a critical tool for integrated business and HR planning and reporting.

PMP Gold Standard

The PMP Gold Standard is intended to support departments in:

• self-assessing their PMP applications against best practices.
  The comprehensive guide to self-assessment using the Gold Standard, includes smart practices, tools and guides to support excellence.
• identifying information that can be used to respond to the annual and triennial scorecard requirements
• developing priorities for further improvement.

To do this, the Gold Standard provides smart practices, tools and guides to support excellence and can be used as a reference in preparing PMP scorecard. In fact, the Gold Standard has been organized according to the phases of the PMP, in which each key consideration normally occurs.

Not all parts of the Gold Standard apply equally to every organization. For example, the sections of the Gold Standard referring to the priorities of the Clerk of the Privy Council may not necessarily apply to agents of Parliament. Hence, the scoring system can be adjusted to exclude parts that are not relevant.

PMP scorecards

The PMP scorecard was developed in consultation with the human resources community, executives and deputy ministers to support the effectiveness and health of the PMP. 

The PMP scorecard is a self-assessment and reporting tool. By using the scorecard, departments and agencies report on some of the program’s key elements annually. On a triennial basis, one-third of departments and agencies report on the remaining key elements, so that, over a three-year period, all departments and agencies will have reported at least once on the triennial elements.

The Agency uses the PMP scorecards primarily for the purpose of:

• supporting departments in their efforts to build and maintain effective and healthy performance management programs
• identifying best practices that can be disseminated across the government for the benefit of all departments
• identifying areas for improvement across the public service so that the Agency can determine the best ways to support executives and departments through its communications and training

PMP scorecard results have also proven to be a valuable source of information for the Management Accountability Framework (MAF).

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