ABSTRACT
This chapter discusses Office of Personnel Management (OPM) performance evaluation structure and its potential improvement through: broadening the use of organizational performance measures and standards for quality, timeliness, and efficiency; and better developing customer satisfaction information that could be used to challange existing standards for performance. Double loop goes beyond changing instrumental aspects to challenging and changing organizational policies and performance standards in order to meet an overall objective. OPM is the federal agency with primary responsibility for federal work force issues. OPM is responsible for developing and setting policies and regulations for other federal agencies to follow in managing human resources. Feedback to management on actual performance is provided in a variety of documented forms. Performance for services requiring relatively short cycle operations is documented frequently, generally on a four-week basis. A performance evaluation properly designed for organizational learning would contain the key parts of a such a system.
