Performance management includes activities which ensure goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department or an employee.

There are many pieces to a performance management program, including, but not limited to:

  1. Job Descriptions: This is the foundation of performance management and a good performance review. Your employees need to know what they expect beforehand. The job description in writing will help you have something to use as a reference.
  2. Employee Assessments: There are three different types of assessments that can be completed in order to provide a solid employee assessment.
  • Based on core job, projects assigned and competencies (behaviors)
  • 360 assessments
  • Self-Assessment
  1. Competencies: Behaviors an employee exhibits during the accomplishment of their core job can easily be measured against the job description and other written expectations.
  2. Writing performance management objectives: The following mnemonic device will help when creating an objective.
  • Specific
  • Measureable
  • Achievable
  • Realistic
  • Time Bound
  1. Performance Reviews: These can be written based off job descriptions, employee assessments, and feedback from direct supervisors.
  2. Feedback: Feedback is a great gift for your employees. Be sure to include positive comments, as well as areas for development.

The most effective performance reviews are conducted quarterly

  • Objective setting meeting       (Jan.)
  • 1st employee review               (May/June)
  • 2nd employee review              (Aug/Sept)
  • End of Year review                (Nov/Dec)

Not only does this schedule assure the most comprehensive performance review with the employee, but it minimizes any surprises.

Dan Nowalk

Dan Nowalk has had extensive human resource experience in various manufacturing industries within the St. Joseph area, including the pharmaceutical and animal health pharmaceutical industry, automotive industry, and banking industry. His years of experience at Boehringer Ingelheim has given Dan a variety of skills and abilities in communication and all matters related to employment.