Performance Management – What’s in It for You?

Performance Management. It’s not just paperwork. It’s a process that helps you set clear, achievable goals and establish an effective path to develop your skills and your career.

Performance Management is your customized career road map – plotting your course from hire to retire.

We’re headed into a busy time for employees on the Administrative Performance Management cycle. Here’s what you need to know:

• By January 8, 2021: Wrap-up your Goals & Objectives (PM-1), noting any changes that may have required you to adjust your goals. Because, let’s face it, 2020 was unusual.
• By January 31, 2021: Begin thinking about goals for 2021, but hold tight on finalizing those goals until after you’ve had a chat with your supervisor.
• By March 31, 2021: Supervisors – You’ll need to gather your employees’ completed goals to begin preparing their annual reviews. This is the fun part. Tell them all the great things they did this year! This is also an important time to discuss where changes need to be made and how to make those changes happen. Be sure to document it all in the review form so you’re both on the same page.
  

In the spirit of continuous improvement, a Performance Management Committee is working hard to review and enhance the process. Additional details will follow in 2021, including training sessions that will explain new forms and new ways of thinking about Performance Management to make sure it’s a meaningful experience for everyone involved. For now, you’ll continue with the current forms and format until the new process is finalized, your division completes training and is fully converted to the new process.

In the meantime, if you have questions about the current Performance Management process, reach out to your supervisor or Regional Human Resources Manager.