Performance “management” engages an employee in a process that carefully sets measurable and achievable goals in the context of the organizational environment and job responsibilities; continually monitors progress toward those goals; provides appropriate support to ensure success; encourages timely response to changing circumstances; and recognizes achievement. 

It is much more than simply a painful annual event designed to judge performance (often arbitrarily) after the fact and create documentation in support of management decisions with respect to payroll, promotion or termination.

My performance management system will identify key performance indicators for each area of primary accountability; develop an understanding of the needs of the organization through mutual goal setting; identify and support employee development needs; open the lines of two-way communication; and ensure success for both the employee and the organization.