Self-Knowledge is one of the job success factors used to evaluate employee performance

PerformMinneapolis is the City’s updated 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 have been writing articles about the six job success factors tracked by the performance monitoring process. This is the sixth and final article in the series and outlines self-knowledge.

PerformMinneapolis defines self-knowledge

Every City employee will be assessed on self-knowledge. Self-knowledge is the act of making conscious efforts to learn more about yourself in the work environment so you can maximize strengths and improve weaknesses.

Employees who have acceptable self-knowledge:

How is your Self Knowledge?

Employees can gain self-knowledge in various ways. Here are some ideas on how to improve self-knowledge:

How PerformMinneapolis works

PerformMinneapolis is a performance management process that has three distinct phases: planning, monitoring, and recognizing. 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. The process relies on communication and feedback from both the employee and supervisor.

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