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Control Number: 222.07.01.001 Version: 2.0 Title: Performance Management Page Number: 3 of 7 Idaho Department of Correction Supervisors Supervisors are responsible for:  Establishing employee job expectations and defining responsibilities;  Providing support and opportunities for training and employee development;  Keeping employee performance on target through feedback and coaching;  Maintaining a schedule of when employee performance reviews need to be conducted for each of their employees;  Documenting employee performance on an on-going basis throughout the year and evaluating the performance of each of their employees in a timely manner;  Discussing the results of employee performance reviews with each of their employees on a timely basis as a means of providing feedback and guidance on past performance and future expectations; and  Providing a signed copy of the Employee Performance Review to the employee. GENERAL REQUIREMENTS Performance management is an on-going process of workforce engagement. It includes setting and supporting performance expectations, defining responsibilities, keeping employee performance on target through coaching and feedback, estab lishing goals for development and potential career growth, reinforcing and redirecting workplace behaviors, and evaluating performance. When applied effectively, performance management strengthens the relationship between supervisors and employees as well as increases the overall effectiveness of the IDOC. Although equally valuable to both supervisors and employees, the primary responsibility for effective performance management falls on those in a supervisory role. 1. Training Each IDOC supervisor must receive performance management training before conducting an employee’s Employee Performance Review. Training will also be mandatory for supervisors when there are changes or updates to State statutes, rules, and policies governing performance management. Refresher training will be made available as needed. HR will be responsible for the performance management training. 2. Setting Expectations and Defining Employee Responsibilities An employee must know what is expected of him and the purpose of his position. To accomplish this, the supervisor will meet with the employee at the time the employee is assigned to him and communicate clear expectations, define employee job responsibilities, and work with the employee to establish goals and objectives. The supervis or will also periodically review the established goals and objectives with the employee and modify or create new ones as needed.