HCDPerformance Management
Performance management is the systematic process of planning work and setting expectations continually monitoring performance of core responsibilities; developing the capacity to perform and improve, periodically rating performance in a summary fashion and rewarding consistent successful performance. Under Department of Human Resource Management (DHRM) Policy, all classified employees are evaluated on an annual basis in the performance management process. Although not required under policy, it is strongly recommended that wage employees are evaluated each year during the performance period.
Effective managers plan the work of the employees who report to them. That means determining the employees' core responsibilities, performance expectations and goals in achieving those core responsibilities. These expectations and goals assist employees in channeling their efforts toward achieving organizational objectives. Getting employees involved in the planning process helps them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done. Core responsibilities should be measurable, understandable, verifiable, equitable, and achievable. Through the core responsibilities, employees are held accountable as individuals for work assignments or tasks. The Employee Work Profiles should be flexible so each can be adjusted for changing program objectives and work requirements. When used effectively, these Employee Work Profiles are beneficial working documents that outline the core responsibilities of each individual's position. These responsibilities should be discussed often so that employees have a clear understanding of management's expectations for their performance. Regular constructive feedback is essential in the performance management process not only throughout the year but during the annual performance evaluation.
Newly-hired and re-hired employees must complete a Probationary Period (generally 12 months) during which time the employee and the Agency have an opportunity to assess the working relationship. Based on performance during the Probationary Period, that period may be extended an additional 6 months (up to 18 months).
Effective managers continually monitor work assignments and projects. Monitoring involves consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals. Ongoing monitoring provides the supervisor the opportunity to check how well employees are meeting predetermined standards and to make changes to unrealistic or problematic standards. By monitoring continually, supervisors can identify unacceptable performance at any time during the performance period and provide assistance to address such performance rather than wait until the end of the performance period when performance rating levels are assigned. Unacceptable performance is addressed under the Department of Human Resource Management's (DHRM) Policy 1.40 - Performance Planning and Evaluation and DHRM Policy 1.60 - Standards of Conduct. Employees are encouraged to completed a Self Assessment to assist their managers with providing a comprehensive performance evaluation.
DMAS employees are held to a high standard of engagement and performance to strategically collaborate with other staff members in meeting and exceeding DMAS goals and objectives. If you have any questions about the Performance Management Process or disciplinary actions under Standards of Conduct, please contact the DMAS HR Manager or HR Director.