Performance Management Policy

This policy establishes a performance management process to align employee performance with agency objectives. It requires setting annual performance expectations for each employee linked to agency strategic goals. Employees must receive regular coaching, feedback, and annual written performance appraisals assessing their work. Successful implementation will create a high-achieving culture through recognizing strong performance and addressing issues when expectations are not met.

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Performance Management Policy

Uploaded by

Zez Ntt

We take content rights seriously. If you suspect this is your content, claim it here.

Available Formats

Download as PDF, TXT or read online on Scribd

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Performance Management Policy Statement

August 1, 2012

PERFORMANCE MANAGEMENT
PURPOSE To facilitate the creation and nurturing of a performance based culture where the individual employees performance is aligned with agency and administration objectives, and employees are rewarded for the results they achieve. SCOPE This policy applies to employees in the state civil service. STATEMENT OF POLICY Everyone is responsible for implementation and administration of the performance management process defined in this policy and its accompanying procedure. Performance management defines the relationship that should exist between state employees and their supervisors. It is an interactive process where upper management communicates the agencys strategic vision and objectives to every manager, supervisor and employee who then develop program, division, and individual goals designed to achieve the agencys strategic objectives. The agencys strategic objectives should cascade down to the employees in such a way that there is a clear path that connects the individual goals to that agency plan. To be effective, employees must understand how their work contributes to the success of the organization. Agency management must send a clear and unequivocal message to all employees that performance matters. Each employee at every level of the organization must be held accountable for their participation in this process. Management is also obligated to provide sufficient resources for the training and support of all supervisors and managers in the essential components of employee level performance management. Successful implementation of performance management will enable agencies to create and sustain a performance-based, high-achieving culture. Key components include: The setting of clear annual performance expectations for each employee linked to the desired outcomes defined in the agencys strategic plan. Performance expectations must be specific, measurable, achievable, and timely and expressed as an outcome or result. Regular, ongoing coaching, feedback and communication with employees. Regular written performance appraisals completed annually, at a minimum, in which the employees actual performance is assessed relative to the performance objectives and is described using specific facts and situations. Timely, meaningful recognition and reward of desired performance to include, when the States fiscal condition permits, an annual performance based increase to base salary tied to the performance rating on the appraisal. Timely corrective action when performance is not meeting expectations.

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