Performance management is the process
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
- developing the individual’s
- periodically rating
- rewarding/recognizing good
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.
Employee developmental is
critical to advance the Institution forward.
this instance means increasing the capacity to perform through training, giving
assignments that introduce new skills or higher levels of responsibility,
improving work processes, or 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.
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.
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.