Performance Management is an essential tool for high-performing organizations. In many situations, it is the most important responsibility of a manager. When done well, performance management results in numerous important outcomes for an organization, its supervisors, and its employees, including:
- clarify job responsibilities and expectations
- enhance individual and group productivity
- develop employee capabilities to their fullest extent through effective feedback and coaching
- drive behavior to align with the organization’s core values, goals, and strategy
- improve communication between employees and managers
IMSA has three unique components to our Performance Management Process:
- Goal Setting
- Regular, on-going, intentional performance conversations between supervisors and employees
- Annual Performance Appraisal
Goal Setting
Goal setting is an essential part of the performance management process. You will have an opportunity to formulate goals, present and come to an agreement on your goals with your supervisor, and record goal progress throughout each fiscal year. We encourage you to use SMART Goals:
- Specific
- Measurable
- Attainable
- Relevant
- Time-bound
Additional information on smart goals can be found in the short presentation here.
All FY23 Goals must be completed and submitted to your supervisor no later than Monday, September 12, 2022.
On-Going Performance Conversations
This is the most crucial portion of the performance management process. Regular, ongoing, and intentional conversations between employees and supervisors creates conditions to:
- Review goal(s) and overall work progress
- Provide feedback on strengths and recognition of success
- Clarify expectations
- Invest in development and growth
- Hear ideas and opinions
- Facilitate overall employee engagement
These ongoing performance conversations can take the form of:
- Weekly/Bi-Weekly formal 1:1 meetings
- Quarterly formal goal and performance reviews
- Daily informal discussions
Annual Performance Appraisal
Implementation of annual performance appraisals formally documents employee performance over each fiscal year. Additionally, this meets State of Illinois requirements for annual performance reviews of all employees. Employee performance is measured again unique sets of competencies. At this time, IMSA has competencies for Staff members and a unique set of competencies for members of the Senior Leadership Team. The FY23 Annual Performance Appraisal timeline is detailed below:
- Performance Review release – February 6, 2023
- Self Review due – Date February 20, 2023
- Supervisor Review due – March 6, 2023
- Review Meeting completed – March 20, 2023
Performance Review Training (12 minute video)
Staff Core Competencies
Senior Leadership Team Core Competencies
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