Performance Management is an ongoing and cyclical engagement of employees by managers to manage and ensure employee success.  Performance management involves managers and employees in achieving shared state, agency, unit and personal goals through planning, coaching, and evaluation. 

  • Employees are engaged in the establishment and documentation of clear                 expectations, goals and responsibilities.
  • An assessment of levels of success in fulfilling expectations  and achieving goals is   conducted annually​
  • Ongoing manager feedback and coaching are used to support employees in reaching set expectations and achieving goals.  

Managers manage performance through the ongoing communication between the employee and his/her manager.  Performance management is employee success management and is a part of everything managers and staff do in interacting to accomplish agency goals.

Below is a video link from trusted advisor, strategist, consultant, speaker and author,John Spence on six steps to have High Performance Teams:


​How Does Performance Management add value to your organization?

  • Encourages success through clear, documented expectations
  • Offers opportunities for manager/employee engagement around state​, organizational, and unit goals and plans so everyone learns their role in personal and organizational success
  • Presents measurable and observable criteria for assessment and allows fair and objective bases for evaluations
  • Provides at least two formal opportunities for feedback to employees at all levels to review exemplary performance and needed improvement so that employees can choose success
  • Provides formal opportunity for individual development planning to grow each employee's skill sets and prepare for potential advancement

Why does Performance Management work to add value?

  • Clear, documented expectations increase morale because every employee knows what is expected and has the opportunity to succeed based on stated expectations
  • Managers and their employees are more fully engaged as each member of the organization sees how they fit in the big picture, and how they are helping the organization to serve the citizens of Georgia
  • Organizational trust and loyalty increase as employees see direct relationships between set goals and expectations and achievement of those goals and expectations
  • Expec​tations for employee success are managed by formal opportunities to discuss progress toward goals
  • Employees are recognized as professionals through opportunities to achieve their own professional growth goals




Performance Management
HRA Contact Center

(for ePerformance technical assistance):


 (404) 656-2705, (877) 318-2772



View All Division Contacts

© 2015 Department of Administrative Services | georgia.gov