Performance Management: New Employees

This document describes the performance management procedures for new International Division employees.

Procedures for New Employees

Goal setting, Mid-Point Conversation, Summary Evaluation, Informal Conversations


STEP 1: GOAL SETTING

Within the first 30 days of employment, supervisor and employee schedule a meeting to jointly discuss and develop goals and expectations for performance. This meeting is documented using the “Expectations & Goal Setting for New Employees” form. The “SMART Goal Template” may be used if assistance is needed in developing new goals. Both supervisor and employee sign and date the form when it was mutually discussed. A copy of the signed and completed form is given to the employee and the original form is given to the HR Manager within 1 week of after the conversation occurred.

STEP 2: INFORMAL CONVERSATIONS

Supervisors should regularly engage in informal conversations with the new employee about their duties, expectations and performance. These conversations should include feedback, coaching and support about work, needs and accomplishments. Acceptable ways to conduct these conversations include written (emails, memo, letter, etc.), face-to-face (informal check-ins or schedules meetings), and audio/electronic (over the phone, Skype, FaceTime, etc.).

STEP 3: MID-POINT CONVERSATION

Supervisor conducts a feedback and coaching conversation approximately midway through a new employee’s probationary period. The employee brings their initial “Expectations & Goal Setting for New Employees” form from their goal setting meeting. Supervisor will discuss whether they are meeting job expectations, goals, and other feedback with their employee. This meeting should be documented using the “Mid-Point Conversation” form. Both supervisor and employee sign and date the form when it was mutually discussed. A copy of signed and completed form needs is given to the employee and the original form is given to the HR Manager within 1 week of after the conversation occurred.

STEP 4: SUMMARY EVALUATION

Supervisor and employee schedule a meeting at the conclusion of the employee’s probationary period to discuss and evaluate the employee’s performance, goals and expectations. Both supervisor and employee should be prepared to discuss their respective sections of the “Summary Evaluation Review” form. Use the “SMART Goal Template” if assistance is needed in developing new goals. Supervisor and employee sign and date the form when completed. A copy of signed and completed form is given to the employee and the original form to the HR Manager within 1 week of after the conversation occurred.





Keywords:goal setting mid-point conversations evaluations   Doc ID:78021
Owner:Brianna R.Group:International Division
Created:2017-11-06 19:03 CSTUpdated:2017-11-06 19:04 CST
Sites:International Division
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