It’s that time of the year again: all Libraries’ supervisors are writing the annual performance evaluations for their staff direct reports. And it’s also a good time to remember that a performance evaluation/appraisal is just one part of an ongoing performance management. An effective performance management includes setting individual goals that are aligned with those of the whole department of unit, working together with your directs to create individual development plans, tracking their performance results, coaching for improved performance, rewarding and recognizing good performance, providing the training needed to perform successfully, and motivating all staff to perform at their very best.

The article The Art (and Basics) of Performance Management shows why performance management is important, and how to set SMART objectives. Creating Development Plans that Actually Work gives you some good ideas on producing solid development plans. And here’s a very basic but effective coaching model: How to Coach

An effective performance management process will maximize your staff engagement and performance, while also increasing the effectiveness of the managers and supervisors that are using it.