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Performance Management 

How can organizations get the most in time and effort from employees so that the bottom line is strong?  The answer?  Performance Management. 


Performance management is a hands-on management strategy to encourage employees to perform in excellence to help achieve established organizational goals and positively impact bottom line productivity.  It is defined as ‘the systematic process of planning work strategies, setting output expectations, monitoring employee performance, developing employee competencies, rating performance proficiency, and rewarding good performance’. 


Effective performance management provides a mechanism for clearly communicating expected outcomes, identifying individual and/or team accountabilities, and documenting individual and team performance in such a way as to promote employee buy in to performance goals. 


Any supervisory personnel who is directly responsible for supervising the work of employees, encouraging job performance excellence and aiding in achieving organizational goals is responsible for effective performance management for their team.  Thus, every person in a supervisory capacity must be knowledgeable of performance management goals and strategies.  The performance management process provides an opportunity for the employee and the supervisor to discuss team and individual expectations and jointly create a plan for achieving set goals. 


At Morehouse School of Medicine, effective performance management includes the following components:

  • Establishing and aligning job tasks to outlined goals and objectives.
  • Collaborating with HR to assure adequate and accurate job descriptions.
  • Implementing an effective orientation and on-boarding process for new employees.
  • Developing specific, measurable and achievable performance standards and expectations.
  • Providing constructive, behavioral feedback on employee’s performance.
  • Conducting equitable and fair performance evaluations.
  • Applying appropriate rewards and incentives for outstanding performance.
  • Planning for improved performance and employee development goals.
  • Deciding and applying disciplinary action when appropriate.