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Performance Management

What is Performance Management?

Performance management is a system of tools and best practices managers can use to engage staff and directly influence their productivity and retention. It helps to define the employee’s engagement experience – or the relationship that should exist between the employee and their organization. Managers who use the performance management system timely and effectively have more meaningful relationships with staff and see a direct correlation with improved business results.

How does the Division of Workforce Strategy and Planning serve you?

We want State of Indiana employees to feel engaged at work and agencies to consistently achieve business outcomes, so our team helps agencies define and engage the talent they need to achieve business results. We provide consultation, education, and process management for agency leaders, managers, and employees. Contact the team at for tools, resources, and support.

Continuous Employee Development process

Ongoing Performance Management Process

The Performance Review Cycle represents five major steps that enable successful performance throughout the Review Period (January – December).

More information on the performance management process can be found via the SAP SuccessFactors Jam module:

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*You must be logged in to SAP SuccessFactors to access Jam directly.

  • Setting Expectations – January and February

    During this time, supervisors meet with their employees to align their daily work activities to the agency’s priorities and objectives using SMART goals (specific, measurable, achievable, relevant, and timely). Employees then create plans to track their progress toward achieving goals and meeting the expectations outlined in their competency assignment. Competencies are a cluster of behaviors that demonstrate applied knowledge, skills, and abilities.

  • Measuring Progress – January through December

    Throughout the Review Period, supervisors and employees should be collaborating to discuss and document progress towards meeting goals and expectations. Measuring progress requires a SMART goal that has a clear Success Measure. A Success Measure is a reliable tool or consistent approach to determining if success has been met.

  • Giving and Considering Feedback – January through December

    Throughout the Review Period, supervisors and employees should be using their observations while measuring progress to give, consider, and document feedback. It is essential employees participate in the feedback process to advocate for their needs while getting the direction they need to achieve successful performance.

  • Evaluating Effectiveness – Middle and End of Review Period

    At these times, employees are invited to complete a self-assessment on their goals and competencies to help their manager create a more effective evaluation experience. Supervisors then use the Interim Review or Performance Appraisal to have discussions with staff that share what areas of performance need attention or kudos, and to determine what actions should be taken to close performance gaps or develop strengths.

  • Continuous Employee Development

    When employees pursue self-development throughout the year, the organization grows in its ability to serve Hoosiers. At the State of Indiana, we put emphasis on the importance of learning by holding our supervisors accountable for developing talent with frequent feedback, encouragement, and coaching. As a state employee, you will have access to learn what excites and develops you at your pace via LinkedIn Learning and the Learning module in SAP SuccessFactors.

Performance & Goals Courses

Performance & Goals courses are available online and with live trainers for both employees and supervisors. Courses can be accessed through SAP SuccessFactors’ Learning module.

Need help? Contact your agency’s HR team to learn more.

View Training Calendar

Core Competencies & Job Architecture

The competency framework defines our culture and identifies successful talent using Core Value and Role-assigned (or Role-based) Competencies. Core Value Competencies represent the beliefs and ideals of our organization and are assigned to all state employees and supervisors (managers).

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Email the Division of Workforce Strategy and Planning at