Performance Assessment

RESOURCES FOR EMPLOYEES

In this employee toolkit, you will find suggested goals for the diversity and inclusion portion of the PMP process. They include attending events, increasing your awareness of diversity issues and sharing your learning, including IDEA in your meetings and teams, getting involved in DEI committees and employee resource groups, take part in outreach and mentorship opportunities and more.

RESOURCES FOR SUPERVISORS

For Area/Division Leaders: PMP Ratings Calibration Best Practices

Fairness in the performance management process is critical for ensuring employees receive a performance evaluation that is equitable and supports job and career development goals. To this end, performance assessors are encouraged to exchange information relating to their performance rating assignments, especially for similar jobs and/or job levels. These calibration meetings should promote more consistent messaging and transparency to the review process.

For Writing Evaluations: Language of Performance and Advocacy

In this supervisor toolkit, you will learn how to identify when bias creeps into the language of performance in hiring, developing, retaining and advancing employees, how to more effectively use language to describe merit, how to use language as a tool to advocate for others and concrete actions to block bias in your descriptions of talent.

For Evaluating Performance: Assessing Performance and Potential

In this supervisor toolkit, you will learn how bias can unintentionally influence evaluations of merit in hiring, developing, retaining and advancing employees, how to more accurately assess performance and potential and some concrete actions to block bias when evaluating talent.

For Evaluating Performance: Assessing Performance and Potential

In this supervisor toolkit, you will learn how bias can unintentionally influence evaluations of merit in hiring, developing, retaining and advancing employees, how to more accurately assess performance and potential and some concrete actions to block bias when evaluating talent.