Performance Management is the continuous process of identifying, measuring, and developing employee skills and performance.
The Department of Human Resources is committed to designing Performance Management processes that foster an environment in which managers and employees can regularly communicate about departmental and individual goals and accomplishments in service of creating a culture of engagement, accountability, and excellence.
Mid-year evaluations offer an opportunity for managers to assess an employee’s progress towards the achievement of goals after the first half of the performance review cycle. The mid-year check-in is a simplified template that enables managers and employees to create, review and update their individual goals as well as make an overall assessment of employee performance during the period.
There are only two sections in the mid-year check-in: Goals and Overall Rating. The Overall rating includes the same four categories as the annual review: Exceptional, Successful, Improvement Needed, Not Meeting Expectations. The Performance Management Terms and Tools document has a full definition for each of these assessments.
Any mid-years check-ins that have been initiated in GMS will be canceled on November 2 if they are not complete.
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The Department of Human Resources is preparing to launch FY20 Annual Performance Reviews for Staff and AAP employees. In support of the launch, we have developed an extensive training calendar to ensure the successful completion of this annual process.
New this year, HR is offering distinct training courses to better understand the process:
- HR Performance Management Training courses address the fundamental elements of performance management: defining competencies, assigning ratings, providing effective feedback and setting goals. These courses will focus on the tools and methodologies for maximizing the benefits of the annual review process. This course does not include demonstrations in GMS.
- Performance Reviews in GMS courses will offer an overview of all of the steps required to complete the Annual Performance Review process in GMS. Instructors will offer real-time demonstration of each of the steps in the business process with a focus on the system requirements of the process.
Please use the training calendar (new window) to enroll in the session(s) that will be most useful for you.
In advance of the performance review launch, it is important that an employee’s performance goals are updated in GMS. Detailed instructions for entering and updating goals in GMS can be found by clicking the Performance Goals button below.
On-demand training materials can be accessed by clicking any of the following links:
Performance Management Overview
Elements of the Performance Review
Employee Self Evaluation in GMS
Manager Evaluation in GMS
Manager’s Manager Approval in GMS
STAR: Giving and Receiving Effective Feedback
Performance Management Terms and Tools
FY20 Reviews: Best Practice Deadlines
Goals allow employees and managers to establish clear expectations and objectives for a performance review period. They create a context and structure for having an ongoing dialogue about work performance and achievements.
The probationary period allows an employee time to become proficient in the basic responsibilities of a new position and permits the supervisor to assess the individual’s performance. The employee and supervisor are encouraged to communicate frequently during the probationary period.
Select any of the topics below for related information and instructions: