Performance Management

Employee Performance Management (EPM)

"Childress Consulting affected serious reforms and changes in the culture and management of this 60-person workforce. They implemented a management system where none had existed for years. They provided additional validation to my requests for personnel actions and resource requests for the department. They established control of our processes and measures. Particularly noteworthy was their establishment of an employee evaluation system which the department had completely lacked for over six years. And they worked with me to do it all with employee involvement and active participation."

- Christopher J. Anaradian, Director/Development Services, City of Tempe, AZ

We've designed an Employee Performance Management process based on the premise that every employee must do a job that contributes to the value chain, and understand where they fit interdependently with other people in the organization. The intent is to encourage employees and hold them accountable to take responsibility for meeting behavior and/or work performance expectations. Of equal importance, employees who meet or exceed expectations are positively recognized in a timely manner.

In partnership, supervisor and employee define a plan that helps the employee reach their full potential in their current job, and lays the groundwork for future career development. Specific performance goals and expectations that support organizational and departmental strategic plans are defined.

Measurement and evaluation criteria are identified as well as any obstacles to performance and/or "gaps" in employee skills or knowledge. Communication is fostered between employee and supervisor.

Because regular feedback-both positive and constructive-is critical to a successful performance management system, it is important that the supervisor and employee periodically review the employee's progress against expectations and goals. In our EPM process, interim coaching is done both formally and informally. Formal coaching is conducted every four-six months. Informal coaching is conducted as needed between planned, formal coaching sessions. (Also included is a performance improvement process for employees who are not meeting expectations.)

The final phase of our EPM process is the annual performance appraisal and development review. It provides the opportunity to compare overall performance results with objectives and expectations established in the initial planning session.

Our EPM process, initially developed in 1999, has been field-tested and refined with feedback from new and veteran supervisors in both private and public sectors. We've received only strong, positive feedback from supervisors and managers for the effective, user-friendly process and forms. For most, this proactive, supportive process has dramatically minimized the need for formal, progressive discipline.

Our proprietary system is customized for each client (forms may also be customized). Our EPM system equips employees to fulfill their primary duty: to cooperate with each other and management to maximize overall work quality and output.