Performance management is a year-round process, which results in an annual performance appraisal. Supervisors are expected to meet with their employees on a regular basis throughout the year—to review specific accomplishments, establish goals and objectives, and adjust goals based on workload or other changes in priorities.
Performance management can be thought of as a cycle with three major components:
1) Performance Planning—Establish goals and objectives
2) Performance Coaching—Provide regular feedback on performance throughout the year, and assist staff in modifying performance where necessary
3) Performance Appraisal—End-of-year formal documented performance feedback
Each component of the performance management cycle is essential to successful accomplishment of goals and objectives.
As part of regular performance discussions, it is important to:
- Take the time to make goals that are clear, well defined, mutually agreed upon, and measurable
- Set times early in the year for quarterly feedback sessions
- Hold your reviews in a private office, and avoid unintended interruptions
- As part of the annual performance appraisal at the end of the year, review the position description to ensure it is accurate and up to date
If you need additional guidance related to performance management, contact your Human Resources Business Partner.