Working with others is one element used to evaluate employee performance

PerformMinneapolis is the City’s new performance management process that is gradually replacing the previous employee annual review program. Currently in use by several departments, PerformMinneapolis will be used by all departments by 2015.

The PerformMinneapolis process is based on input from employee focus groups and shifts the focus from a review of past performance to an ongoing effort aimed at connecting employees’ work to City goals, focusing on results, setting expectations, and fostering career growth.

To continue introducing PerformMinneapolis to our workforce, Human Resources staff members are writing articles outlining six job success factors tracked by the performance monitoring process. This is the fifth article in the series and outlines the role that peer relationships play in the performance management process. (The previous article — published in July — discussed the component of the program related to productive work habits. Future articles will outline the other Job Success Factors.

PerformMinneapolis defines peer relationships

Every City employee will be assessed on peer relationships. For the City of Minneapolis, peer relationships mean that an employee easily gains trust and the support of others, and can quickly find common ground and solve problems for the good for all. It also means that employees encourage collaboration and are able to represent their own interests while also being fair to others. Additionally, good peer relationships mean that the employee is seen as a team player who is cooperative and candid.

Employees who have strong peer relationship skills:

Assessing your peer relationships

Employees can get a good indication of their peer relationship skills by seeking feedback from colleagues. Employees may also ask their supervisor for their observations.

Improving your peer relationship skills

Here are some simple ideas to improve your peer relationship skills:

How PerformMinneapolis works

PerformMinneapolis uses a three-step cycle of planning, monitoring and recognition. The process begins when an employee and supervisor meet to plan and set expectations for the coming year. The process encourages both the supervisor and employee to monitor performance during the year. Finally, the year’s accomplishments are documented and recognized in a performance appraisal.

What’s next?

To learn when your department/work group will begin using the new process, check the tentative department roll-out schedule.

Last updated Apr 16, 2014



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