| Managers |
- Establishing clear, measurable expectations and creating an inclusive climate conducive to success
- Guiding performance to ensure individual tasks contribute to the attainment of team and department goals
- Identifying opportunities to enhance performance and build new knowledge and skills
|
- Provide support, guidance, and ongoing coaching and feedback
- Note accomplishments and give constructive examples for improvements
- Cultivate the development and career potential of each individual
- Leverage unique talents and differences
- Foster a climate of respect and inclusion
|
| Employees |
- Clarifying goals and expectations
- Receiving feedback, resources, and training to meet performance goals
- Identifying performance and development goals and understanding how they relate to team and department goals
- Providing the opportunity to discuss performance and work challenges
|
- Take the lead role in identifying areas to develop and committing to ongoing development
- Be open to receiving feedback
- Understand team and departmental priorities
- Keep track of performance, contributions and accomplishments
- Contribute to a respectful and inclusive climate
|
| The Institute |
- Helping both the manager and the employee assess how performance and development fits into the bigger picture
- Facilitating the department and Institute in realizing goals and objectives
- Assisting the department in determining whether skills and knowledge of current staff can meet future needs of the organization
|
- Provide the tools and resources that enable learning and growth
- Provide guidance and information for managers and employees about best practices
- Set clear guidelines about performance review practices
|