Overview

Our performance management process transforms policy into action through a dynamic, ongoing cycle of planning, monitoring, developing, rating and rewarding. It starts with collaborative goal setting, continues with regular check-ins and feedback exchanges, and culminates with formal evaluations. This process creates continuous improvement. By following clearly defined steps, managers and employees work together to identify strengths, address challenges and create development pathways that benefit both individual careers and organizational success.

The performance management cycle is based on the standard state government performance cycle from July 1 through June 30. It consists of the following three stages:

• Performance Planning (PP)
• Interim Review Phase (IR)
• Annual Performance Evaluation (APE) 

Stage One – Performance Planning

In the initial stage of the performance management cycle, managers and employees discuss, plan, clarify expectations and document the Annual Performance Plan, to include strategically aligned individual goals, a description of how goals will be measured and the level of performance required to meet expectations and values. Goals will be written at the “Meets Expectations” level.

Stage Two – Interim Review

This is the ongoing stage throughout the performance cycle in which managers/supervisors and employees have a continuous dialogue and document employee performance results and behaviors, to provide both positive and corrective feedback on a regular and consistent basis. If applicable, employee development plans or performance issues shall be discussed and addressed.

Stage Three – Annual Performance Evaluation

In the final stage of the performance cycle, each employee’s individual goals and values are evaluated, discussed and rated, using the standardized rating scale of: Exceeds Expectations (3), Meets Expectations (2) and Does Not Meet Expectations (1).