The Performance Management Overview

 

 

 

 

 

 

 

 

 

The Performance Evaluation Process

  The process encompasses:

·         Clear expectations of the job duties to be performed,

·         Clear expectations of desired behaviors on the job, and

·         An appraisal of performance—both essential duties of the job and expected behaviors demonstrated.

From: Nebraska Department of Health and Human Services website

Learn more by attending training.  Here is an insight into Lesson 3 of the Graduate School’s Course entitled Improving Employee Performance:

How Not to Deal With Employee

• Avoiding Confrontation
• Why Do Managers Avoid Confrontation?
• Why Avoiding Confrontation Is Bad
• Overreacting
• Why Do Managers Overreact?
• Why Overreacting Is Bad
• Complaining
• Why Do Managers Complain?
• Why Complaining Is Bad
• Lecturing
• Why Do Managers Lecture?
• Why Lecturing Is Bad
• Changing Your Ineffective Tendencies
• Supervisor's Journal
• A Note to Federal Supervisors and Managers

The U.S. Office of Personnel Management notes “In effective organizations, managers and employees have been practicing good performance management naturally all their lives, executing each key component process well. Goals are set and work is planned routinely. Progress toward those goals is measured and employees get feedback. High standards are set, but care is also taken to develop the skills needed to reach them. Formal and informal rewards are used to recognize the behavior and results that accomplish the mission. All five component processes working together and supporting each other achieve natural, effective performance management.”