Performance management consists of all those things a supervisor must do to enable an employee to achieve organizational objectives. As illustrated in Figure 12.1, the supervisor establishes goals and objectives, coaches, gives feedback, helps the employee adjust performance or take corrective action, documents performance, and rewards performance.

Supervisors are responsible for using two-way and frequent informal communication to appraise employee performance on a day-to-day basis and formally at predetermined intervals. Supervisors must keep accurate records of employee performance.

Evaluators must understand what is necessary for successful job performance in order to ensure that employees feel the appraisal process is fair. Peer evaluations and 360-degree performance evaluations are ways to provide performance feedback from a wider range of perspectives than just the supervisor’s, which can reduce real or perceived bias, and they can contribute to a more complete performance picture. Including self-rating in the process can facilitate the open discussion of employees’ perceptions of their strengths and weaknesses. P9658