Performance Management: Current Employees

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

Procedures for Current Employees

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


STEP 1: GOAL SETTING & SUMMARY EVALUATION (notifications sent in November to be completed by January 31st of each year)**

Supervisor and employee schedule a meeting at the end of the performance management yearly cycle to discuss the previous year’s goals, set new goals for the upcoming year, and complete a summary evaluation of the previous year’s performance. 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 goals. 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

The supervisor 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 (notifications sent in April to be completed by July 31st of each year)*

Supervisor conducts a feedback and coaching conversation approximately midway through the performance management yearly cycle. The employee brings their goals documentation to the meeting to use as a reference. The supervisor discusses with the employee the extent to which they are meeting job expectations and goals and provides other feedback. This meeting is documented using the “Mid-Point Conversation” form. 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.

*Reminder: If you require a different performance management cycle, please discuss with HR Manager.





Keywords:reviews evaluations evaluate annual midpoint mid-point goals yearly management summary   Doc ID:78022
Owner:Brianna R.Group:International Division
Created:2017-11-06 19:12 CSTUpdated:2017-11-06 19:19 CST
Sites:International Division
Feedback:  0   0