Your manager must clearly communicate their expectations, including the criteria by which you will be evaluated. Use the first month of employment as an opportunity to develop a planning stage document that includes specific job duties, performance characteristics, goals and objectives. These goals should reflect both personal achievement and also how those achievements contribute to the team or department’s success.

Communication is a two-way street. As an employee, you must be willing to take some initiative and ownership over your own personal growth. Be open with your supervisor about the level of support you need to achieve the success criteria that have been established.

Your supervisor should provide regular feedback. Feedback can be delivered informally, or it may be more efficient to schedule weekly or monthly one-on-one meetings.

All supervisors and employees are encouraged to schedule a midpoint assessment to identify performance concerns and provide positive feedback.

If unacceptable performance is evident, your supervisor should address these concerns with you as soon as possible. This provides you with an opportunity to adjust and improve prior to your annual review.

Your supervisor may issue a Warning Notice of Substandard Performance or document of expectations. This is done if performance becomes substandard in one or more essential job function(s) or objective(s) that significantly impact overall performance. Supervisors must be sure that a current planning stage document is in place prior to issuing a Warning Notice of Substandard Performance.

The performance evaluation process provides an excellent opportunity to review your professional goals.  Discuss training options, project goals, and personal development opportunities with your supervisor.