The success of IANR is a direct result of the daily contributions of every employee. Our performance management process helps employees succeed by ensuring that we consistently set the right goals, align on expectations, and encourage ongoing communication between employees and managers.
IANR Performance Management Process
All Regular employees and their managers meet twice per year to discuss six open-ended questions, focusing on employee accomplishments, goals, and opportunities for growth and development (Temporary and On-Call staff are excluded). Conversations are summarized in the Perform system.
Performance Conversation Windows
December 1 – March 15
July 1 – October 15
Performance Conversation Process
- Employee schedules conversation
- Employee and manager prepare separately for the conversation (don’t submit notes in Perform)
- Face-to-face conversation takes place
- Employee summarizes conversation in Perform and submits to manager
- Manager reviews summary, adds comments, and returns to employee
- Employee acknowledges manager’s review
Performance Conversation Questions
- What accomplishments have you had since we last met?
- Do we (me and my supervisor) think my accomplishments align with what is expected (most needed) for this position and our unit’s priorities. Explain.
- What will you accomplish before the next time we meet?
- What are your natural strengths and talents? How can you further utilize these in your job and within our team?
- What challenges are you facing today?
- How can I help you be your best?
- Don’t discuss any answers prior to your face-to-face conversation
- Recognize accomplishments and discuss challenges
- Don’t add new comments when completing the summary
- Work to keep answers and conversations fresh
- Guide - Things to Think About & How to Keep Conversations Fresh