Before a supervisor can manage the performance of a staff member including facilitating an appraisal for the Pay-for-Performance or Staff Compensation Programs, a clear understanding of what constitutes satisfactory performance for that position must be developed. Often supervisors have that understanding but do not articulate it to their employee. The following will guide supervisors through a process that develops a written statement of expected performance for a specific eligible position and strategies for communicating and assessing those standards.

If at any point during the process of setting and communicating performance standards, you may seek assistance from your HR Consultant.