The FACE of Performance Model
We use strategic performance management to create a work culture that encourages employees and teams to perform at their best. The ultimate goal is to improve the quality of life for the citizens of Pinellas County. It is a continuous, ongoing process that:
- Aligns the employees’ and supervisors’ goals with those of the Appointing Authorities.
- Promotes ongoing dialogue between employees and supervisors.
- Increases employee and team engagement by creating a sense of personal ownership and accountability for success.
- Builds trust by using a system that is fair and transparent.
Elements of the Model
Provide Ongoing Feedback and Coaching
- Throughout the year, supervisors should provide:
- Continuous feedback.
- Meaningful recognition.
- The supervisor communicates strategy and key performance indicators to the employee.
- Supervisor and employee work collaboratively to develop individual goals that align with the organization’s goals.
- Goals should be S.M.A.R.T.:
Support Growth and Development
- Supervisor and employee discuss learning needs.
- Discussion focuses on:
- Employee’s skill gaps.
- Employee’s career interests.
- Organization’s business objectives.
Observe and Note Performance
- Supervisor’s observations replace hunches, biases and general feelings
- Evaluation focuses on:
- Defined performance measurements
- Key performance indicators
- Organizational values
Summarize Performance Conversations
- Supervisor and employee engage in regular discussions
- Supervisor summarizes observations of performance behaviors and goal attainment
What We Believe
Performance Happens Every Day
Our goal is to have everyone bring their best game to work every day. When supervisors provide real-time feedback, employees have the opportunity to learn and ask questions throughout the year. Your motivation can take a hit when your supervisor waits weeks or months to evaluate your performance on a task. Engaging in those conversations on a more regular basis eliminates the surprises that can come when your supervisor only provides feedback once per year.
Performance Conversations Are the Standard
Supervisors and employees should be comfortable discussing performance. We see a future where supervisors are able to recognize employees’ specific achievements and agree on an action plan when employees are not meeting expectations. Sometimes just having the conversation is all that is needed to resolve an issue.
Feedback Will Be Timely, Simple and Expected
Supervisors should provide meaningful recognition and feedback. That recognition should be immediate and focused on specifics. Doing so creates a culture of continuous learning and improvement. This lets the employee and supervisor explore options for growth to ensure that they are on the right track. You don’t need special words—just observation and honest feedback on work behaviors. It’s simple and straightforward. It helps us recognize that what we do contributes to making Pinellas County a great place to live, work and play.
How We Measure Success
- Organizations make performance management part of their daily operations.
- Supervisors have performance conversations with their employees regularly.
- Employees are open to feedback and continuous learning.