The core of performance management is made up of meaningful conversations between supervisors and their employees. These conversations are meant to drive employee performance and development. The performance management process begins with setting goals, then check-in meetings with supervisors, and finally evaluating performance.
Performance Management is more than an annual review. Research suggests meaningful performance management is possible using a more fluid process involving many discussions and interactions throughout the year.
Performance Management process
- Challenging Goals. The process begins with goal setting. You can use your check-in meetings to discuss goals and revise and adapt to align with the priorities of your team and unit.
- Meaningful Discussions. This process is designed to emphasize and encourage regular discussions about performance and provide opportunities for feedback as opposed to only discussing performance during the annual review.
- Efficiency and simplification. The end of year performance evaluation form has been simplified to capture what was accomplished and how it was accomplished. Supervisors will evaluate employee performance using a three-point scale.