Performance Management
The George Washington University's performance management (PM) process provides a framework that creates a high performing organization and supports professional development. The process is also important because decisions about salary increases are based on performance reviews. For a summary of the process, view the Performance Management overview video. Managers should use the PM Essentials Checklist for a quick reference guide to keeping PM simple. The graph below illustrates the key components of the process. Click on any of the components to access forms, frequently asked questions, and learning resources.
Ongoing coaching, feedback, and recognition are at the center of the process and create a culture of continuous improvement. All employees should schedule at least one performance checkpoint discussion with their manager halfway through the performance period. These discussions ensure that the process is interactive and that there are no surprises at the end of the year.
The process is designed to engage you actively in a way that positions you for growth. You will find that the process is based on the following key principles:
- Setting goals and expectations that motivate and bring focus to strategic and tactical priorities
- Recognizing and building on an individual's strengths rather than spending too much time focusing only on weaknesses
- Creating an ongoing dialogue and collaboration between employees and their supervisors that results in performance coaching and professional development
- Focusing time and attention on the future rather than spending too much time looking at the past
This site provides you with information and resources on how to make the most of the process. Take advantage of these resources by exploring each of the major process components.
**QUICK REFERENCE: Key Performance Factors**
