{"id":64,"date":"2018-09-26T13:01:09","date_gmt":"2018-09-26T18:01:09","guid":{"rendered":"http:\/\/www.ntcmn.edu\/offices\/human-resources\/?page_id=64"},"modified":"2022-06-28T15:42:05","modified_gmt":"2022-06-28T20:42:05","slug":"performance-management","status":"publish","type":"page","link":"https:\/\/www.ntcmn.edu\/offices\/human-resources\/current-employees\/employee-resources\/supervisors-toolkit\/performance-management\/","title":{"rendered":"Performance Management"},"content":{"rendered":"

Employee Supervisor Communication<\/h2>\n

Two-way communication between employees and supervisors is critical to everyone\u2019s success.\u00a0 Providing or receiving feedback and candidly addressing concerns can build a more productive work environment.\u00a0 An open dialogue can help clear the air and pave the way for an effective performance evaluation with no hard feelings and a clear perspective on expectations.\u00a0 Nothing contained in the performance evaluation should be a surprise; it should not be the first time an employee hears about an issue.<\/p>\n

Participating in Your Own Performance Evaluation: Tips for Employees<\/strong><\/h3>\n

Although performance evaluations are conducted annually, it is good practice to discuss feedback regarding your performance throughout the year such as in a quarterly conversation.\u00a0 The evaluation is intended to be the last task in what should be an ongoing, year round process of managing performance.\u00a0Read more\u2026<\/a><\/p>\n

Performance Evaluation: Tips for Supervisors<\/strong><\/h3>\n

Although performance evaluations are conducted annually, it is good practice to provide the employee feedback regarding their performance throughout the year such as in timely coaching conversations or during a quarterly conversation.\u00a0 The evaluation is intended to be the last task in what should be an ongoing, year round process of managing performance.\u00a0Read more\u2026<\/a><\/p>\n