Performance Management Process

Our performance management process is designed to promote meaningful conversations and ensure team members are receiving the feedback they need to continue to grow. Performance management is a shared responsibility. Through this process, team members and leaders work together to set performance objectives linked to goals, establish criteria to track real measurements and identify areas for development.

Performance Evaluations

To be eligible for the annual performance evaluation process, team members must be hired before October 1 of that calendar year and must be active (not inactive or on a leave of absence (LOA)) for three months. Leaders and per diems* must be hired before July 1 of that calendar year and must be active (not inactive or on an LOA) for six months.

*Active requirements for team members pertain to non-leader per diems. Active requirements for leaders pertain to per diems in leadership roles

Dates to Know:

March 9 – May 1: Team Member and Leaders Performance Discussions (Leaders begin scheduling and holding performance discussions)
May 1: Leader Signature Due
May 3: Merit Increases Effective
May 22: Merit Increases in Paychecks
May 31: Team Member Signatures Due

Please note: This information is not applicable to the following populations: Physicians, Carrier Clinic, Alert/Statewide, Majestic and Quality Care Management. Physicians will receive their 2019 performance process/timeline in the near future.

Goal Setting