Annual Performance Reviews

Supervisors are participating in training during the next few weeks to learn about the new forms for this year's process and how to conduct an effective annual review meeting. We have many experienced supervisors and a few new ones. These annual training programs are always a good refresher for those of us who have been doing this for a while.

As I discussed during my staff visits around the state, there should be no surprises during this meeting. Supervisors should already be aware of all your outstanding accomplishments of the year and you should already be aware if your supervisor has any concerns about your performance. This is merely an opportunity to document all of those in one place. The majority of the time should be spent developing and agreeing to your work plan for 2013.

I scan every performance review for every employee. I always enjoy learning about the exciting things that have occurred that for one reason or another I have not been aware of. I'm always impressed with the breadth and depth of our work and the strong relationships we have across the state.

We also track performance review ratings over time to look for rater consistency across each agency. Remember our starting point for every review is a "3". That assumes you are coming to work every day working your plan. It is your responsibility to document performance surpassing a "3" and it is the supervisor's responsibility to document performance below a "3." In the end, the agency director is responsible for ensuring that managers are evaluating employees fairly.

Once employee reviews are complete, agency directors have their reviews and once those are complete, the assistant vice presidents have their reviews. Ultimately, I will also have my review with the president. Like you, I am already pulling together documentation of my performance last year.

I hope the process goes smoothly for everyone. If you have any issues or concerns, please contact Judie Martin, the IPS human resource office.