MoDOT is committed to helping employees perform their best every day through more regular conversation. It is MoDOT's intent that all employees receive continuous, prompt communication and feedback on their performance and development and that documentation surrounding this communication is done in a timely, fair and consistent manner. Conversation between supervisor and employee revolve around three main components:
- Establishing Expectations
- Regular Coaching
- Creating Accountability
Employees will perform better, be challenged in their work and continually develop their skills when they know what is expected of them, have a coach who will guide them to think and problem solve, and understand they will be held accountable.
As a new employee, you should expect to have various types of conversations with your supervisor. Many conversations will be informal throughout the course of work, while some will be more formal in a private setting to discuss your expectations and performance. The chart below helps outline the different types of conversations you can expect. Having a good relationship with your supervisor is vital to your success, so be open, willing to listen, and share your thoughts and ideas.
How Can Employees Be More Involved in Performance Development?
Employees should take an active role in their performance development. Employees should participate in establishing expectations, listening to ideas and providing feedback to the supervisor to ensure the expectations are reasonable, relevant, and challenging. Take opportunities to communicate your own developmental needs/wants and accomplishments with your supervisor. While it is the responsibility of the supervisor to document and recognize your performance, employees are encouraged to document and communicate their accomplishments as well.
Click here to view Personnel Policy 6506, "Performance Development".