Performance Management

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. 

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.  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, 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.