Explore performance development tips for communication and evaluation.<\/p>\n
Two-way communication between employees and supervisors is critical to everyone’s success. Providing or receiving feedback and candidly addressing concerns can build a more productive work environment. An open dialogue can help clear the air and pave the way for an effective performance evaluation with no hard feelings and a clear perspective on expectations. Nothing contained in the performance evaluation should be a surprise; it should not be the first time an employee hears about an issue.<\/p>\n
Although performance evaluations are conducted annually, it is good practice to discuss feedback regarding your performance throughout the year such as in a quarterly conversation. The evaluation<\/a> is intended to be the last task in what should be an ongoing, year round process of managing performance.<\/p>\n Although performance evaluations are conducted annually, it is good practice to provide the employee feedback regarding their performance<\/a> throughout the year such as in timely coaching conversations or during a quarterly conversation. The evaluation is intended to be the last task in what should be an ongoing, year round process of managing performance.<\/p>\n Training opportunities are available for all state of Minnesota employees at the Employee Learning Management icon on the Minnesota State Self Service<\/i><\/a>.<\/p>\n Check out training and upcoming courses offered by Minnesota Enterprise Learning & Development.<\/p>\n They regularly update the list of available opportunities<\/i><\/a>. Additional courses can be found using the course finder online<\/i><\/a>. The course finder will enable you to search from ELD courses by date, keyword, audience, delivery method, competency or skill topic.<\/p>\n For specific training and development information, please refer to your bargaining unit contract or plan.<\/p>\nPerformance Evaluation Tips for Supervisors<\/h3>\n
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Upcoming Training<\/h3>\n
Training and Development<\/h2>\n