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INTERIM PERFORMANCE
DISCUSSIONS
Employee Guide
It’s more than a
Meeting
Created by DOAS on January 22, 2018
2
Overview
After the beginning of the Performance Period, an interim performance
discussion occurs between a manager and their employees on an individual
basis. Depending on your agency, you may have more than one interim
performance discussion with your employees.
An interim performance discussion with your manager should include the
following:
• A summarization of the accomplishments achieved, to date.
• Identification of any goals added, eliminated or changed during the
performance period.
• A review of your priorities for the remainder of the performance period.
• Clarification on what the performance expectations are going forward.
Employee Guide
Created by DOAS on January 22, 2018
3
How To Prepare For
Interim Performance Discussion?
1
Preparing For
The Performance
Discussion
2
The Performance
Discussion With Your
Manager
3
Closing
The Performance
Discussion
Created by DOAS on January 22, 2018
Remember:
The interim performance discussion is a productive dialog between you and your manager.
Employee Guide
4
☐ Do not assume your manager is aware of your accomplishments.
☐ Identify
• goals/tasks you accomplished, to date
• goals/tasks you have for the remainder of the
performance period
• areas for your future development
☐ Create a list of questions for asking your manager.
☐ Be prepared for questions the manager may ask you.
Here are examples of questions the manager may ask you:
? What areas in your performance do you feel are meeting
expectations?
? What areas in your performance do you think need
improvement?
? Are there any barriers impacting your performance in (X)?
? What can I do to help you improve your performance in
(X)?
PREPARING FOR THE
PERFORMANCE
DISCUSSION
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Created by DOAS on January 22, 2018
Employee Guide
5
PERFORMANCE
DISCUSSION WITH
YOUR EMPLOYEE
☐ Be prepared to discuss the accomplishments you achieved on
your goals and tasks, to date.
☐ Ask for feedback from your manager on areas you are meeting
expectations and areas which need improvement.
☐ Listen to your manager’s feedback with an open mind.
☐ If you do not agree with your manager, ask for specific examples.
☐ Be proactive by providing ideas on resolving any issues.
☐ Collaborate with your manager setting expectations and
standards for the remainder of the performance period.
☐ Discuss any development and training you require for doing
your job more efficiently.
2
Created by DOAS on January 22, 2018
Questions you might ask the employee during the interim performance
discussion include:
? What areas in my performance do you think I am meeting
expectations?
? What areas in my performance do you think I need
improvement?
? How do you think I can improve my performance in (X)?
? Do you have any additional feedback regarding my
performance?
☐ Confirm your understanding of what you and your manager
have discussed and agreed upon on your performance, going
forward.
Employee Guide
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CLOSING THE
PERFORMANCE
DISCUSSION
☐ Thank your manager for their feedback, even if
you do not agree with everything they said.
☐ Recommit yourself for achieving success the
remainder of the performance period.
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Created by DOAS on January 22, 2018
Employee Guide
