Performance management is the process by which an Northeast State involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of both institution mission and goals and employees personal growth. 

Employee performance management includes:

• continually coaching/mentoring for performance,
• developing the individual’s capacity to perform,
• periodically rating performance,
• rewarding/recognizing good performance. 

Please see the Rating Section regarding the procedures for Annual Performance Evaluations.

Coaching / Mentoring

Coaching and mentoring are development techniques based on the use of one-to-one discussions to enhance an individual’s skills, knowledge or work performance. We have provided a video that discusses the differences between coaching and mentoring, a video about how to be a good mentor, and an article about effective coaching techniques.

Twelve Rules to Effective, Ongoing Employee Coaching

Developing

Employee development is critical to advance the Institution. Developing, in this instance, means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, and other methods. Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace, such as the introduction of new technology.

Rating

On an annual or semi-annual basis, organizations find it useful to summarize employee performance. This can be helpful for looking at and comparing performance over time or among various employees. Organizations need to know who their best performers are.

Our Annual Performance Evaluations are due by the end of the fiscal year, June 30th. The Office of Human Resources sends out an email to remind supervisors and outline the process in mid-April. This year, we are using a shared Performance Evaluation drive to upload your completed evaluations. Only the supervisor and the HR staff have access to each supervisor's folder. We will not accept physical copies of evaluations or other methods of receipt. If you have any questions regarding the new procedure, please reach out to Etta Haselden.

We are also offering help sessions on having a productive annual evaluation meeting with your direct reports. These can be one-on-one meetings, or an HR representative can present in a team/staff meeting. Please contact Megan Jones if you're interested.

Rewarding

Rewarding means recognizing employees, individually and as members of groups, for their performance and acknowledging their contributions to the intuition. A basic principle of effective management is that all behavior is controlled by its consequences. Those consequences can and should be both formal and informal and both positive and negative.