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Performance Management

The purpose of the Performance Management (PM) Program is to promote employee development, enhance employee productivity and serve as a basis for sound human resources decisions. Another purpose is to provide a record of the employee´s performance of work outcomes described in the Individual Performance Plan which is aligned with the strategic and/or operational goals of the State agency.


The PM procedures and processes are described in more detail in 1120-05-.03 of the DOHR Rules.

  1. Individual Performance Plans
  2. Interim Reviews
  3. Annual Reviews
 

Frequently Asked Questions

Frequently Asked Questions for the Performance Management Program.

Question & Answers from the 12/12/13 Performance Management Webinar

 

Time Line for the Standard PM Cycle

Performance Management Key Dates and Procedural Steps for 2013-2014

Performance Management Key Dates and Procedural Steps for 2014-2015 - NEW

Performance Management Resources and Tools

Performance Management Program Forms

The Annual Performance Review is the official performance review form. When the use of Edison is inaccessible to individuals participating in the PM Program the rater may utilize the below forms to set expectations, record feedback and record the rating of the employee´s performance which occurred in the period between the Individual Performance Plan and the present Annual Review.


 

Existing Training

The required PM On-Line Training Course, the Edison Webinars, the S.M.A.R.T. Formula Training and the Performance Coaching class is available for raters and reviewers who are reviewing or approving employee´s performance. Training is required under the authority of DOHR Rule 1120-5-.06. To register, contact your Department´s Training Coordinator or you may call the Department of Human Resources, Strategic Learning Solutions at 615-741-3673 for more information.

 

Edison Performance Management Webinars

The following webinars provide detailed directions to the new Performance Management Program in Edison. The webinars are presented by role. Below are descriptions of each of the webinars and a link to access the associated webinar.


ROLE DESCRIPTION
Employee This webinar overviews the action steps of the employee role during all of the procedural steps of the annual review. Employees will see the paths within Edison to access documents with step by step instructions to view and acknowledge documents throughout the review process.

Employee Role Webinar: http://stateoftennessee.adobeconnect.com/p6bm1r6dw2d/
Rater This webinar overviews the action steps of the rater role during all of the procedural steps of the annual review. Raters learn the correct paths within Edison to access documents with step by step instructions to view, edit, submit for review and approval, and acknowledge documents throughout the review process.

Rater Role Webinar: http://stateoftennessee.adobeconnect.com/p2wm05fxgd7/
Reviewer This webinar overviews the action steps of the reviewer role during all of the procedural steps of the annual review cycle. Reviewers learn the correct path within Edison to access documents with step by step instructions to review and approve or deny documents throughout the review process.

Reviewer Role Webinar: http://stateoftennessee.adobeconnect.com/p7iuvs4db7s/
Appointing Authority This webinar overviews the action steps of the appointing authority role during the annual review. Appointing authorities learn the correct path within Edison to access documents with step by step instructions to review and approve or deny documents with an overall rating of "unacceptable" or "outstanding" during the final procedural step of the annual review process.

Appointing Authority Role Webinar: http://stateoftennessee.adobeconnect.com/p3wrmcacbl5/
 

Contact Information

If you have questions regarding the use of the Performance Management Program, you may contact the Department of Human Resources, Employee Relations Division at 615-741-1646.



* Additional information and tools will continue to be posted as they become available