[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-177092-105":53,"doc-detail-177092-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","georgia-performance-management-process-managers-guide-updated","Georgia Performance Management Process - Manager’s Guide - Updated","","Georgia Performance Management Process (PMP) Manager’s Guide explains key policies and procedures for supervisors and managers responsible for employee performance evaluation. The guide clarifies that agencies may add agency-specific requirements and advises contacting Human Resources when unsure. It outlines the legal basis for a periodic review and rating system, and describes how performance elements are organized through systems overview, process flow, and four performance-management phases spanning planning, coaching, evaluation, and follow-up.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/georgia-performance-management-process-managers-guide-updated/177092/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/georgia-performance-management-process-managers-guide-updated/177092.png","ImageObject",442,249,{"name":88,"@type":89},"Lucas Vance","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-18","2026-09-02",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",7,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is the purpose of the Georgia Performance Management Process Manager’s Guide?","Question",{"text":109,"@type":110},"It provides supervisors and managers with key policies and procedures for the Georgia Performance Management Process used to periodically review and rate employees’ work quality and quantity.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"Can agencies add their own performance management policies beyond the PMP guide?",{"text":114,"@type":110},"Yes. The guide notes that agencies may develop additional agency-specific policies or procedures, and managers should contact Human Resources if requirements are unclear.",{"name":116,"@type":107,"acceptedAnswer":117},"How is the PMP organized within the process timeline?",{"text":118,"@type":110},"The process is presented through a systems overview and process flow, structured around four phases: performance planning, performance coaching, performance evaluation, and subsequent activities reflected across the timeline.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},177092,1790188248,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":136,"language":137,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":61,"update_tm":141,"read_time":142},549768064622,"https://ap-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","GEORGIA PERFORMANCE MANAGEMENT\nPROCESS\nMANAGER’S GUIDE\nThis Manager’s Guide is designed to provide information to supervisors and managers about the key policies and procedures of the Georgia Performance Management Process (PMP).\nWhen reading this Guide, managers should keep in mind that their agencies may have developed additional, agency-specific policies or procedures related to the Performance Management Process. If you are unsure, contact your Human Resources Office.\nNote. The term manager in this guide refers to any employee who supervisors others and is responsible for their performance evaluation.\nState law (45-20-21) requires that the State Personnel Board “provide for a performance management system for the periodic review and rating of the quality and quantity of work performed by employees. All agencies of the executive branch, exclusive of the Board of Regents of the University System of Georgia, shall provide for the review and rating of the quality and quantity of work performed by employees.” The Performance Management Process and the forms described herein constitute a system that is used by most agencies to meet that requirement\n.\u000f\nTable of Contents\n\u0013 TOC \\o \"1-3\" \\h \\z \\u \u0014\u0013 HYPERLINK \\l \"_Toc323899136\" \u0014Georgia Performance Management Process - Overview\t\u0013 PAGEREF _Toc323899136 \\h \u00144\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899137\" \u0014Performance Management Philosophy\t\u0013 PAGEREF _Toc323899137 \\h \u00144\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899138\" \u0014Components of Performance\t\u0013 PAGEREF _Toc323899138 \\h \u00145\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899139\" \u0014Systems Overview\t\u0013 PAGEREF _Toc323899139 \\h \u00145\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899140\" \u0014Process Flow\t\u0013 PAGEREF _Toc323899140 \\h \u00146\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899141\" \u0014Four Phases of Performance Management\t\u0013 PAGEREF _Toc323899141 \\h \u00148\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899142\" \u0014Four Phases of Performance Management\t\u0013 PAGEREF _Toc323899142 \\h \u00148\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899143\" \u0014General Performance Management Process Timeline\t\u0013 PAGEREF _Toc323899143 \\h \u00149\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899144\" \u0014Phase I: Performance Planning\t\u0013 PAGEREF _Toc323899144 \\h \u001410\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899145\" \u0014Key Components of Performance Planning\t\u0013 PAGEREF _Toc323899145 \\h \u001410\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899146\" \u0014The Employee Performance Plan\t\u0013 PAGEREF _Toc323899146 \\h \u001410\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899147\" \u0014Performance Expectations\t\u0013 PAGEREF _Toc323899147 \\h \u001411\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899148\" \u0014Elements of the ePerformance Plan\t\u0013 PAGEREF _Toc323899148 \\h \u001411\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899149\" \u0014Section Weighting\t\u0013 PAGEREF _Toc323899149 \\h \u001411\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899150\" \u0014Competencies Overview\t\u0013 PAGEREF _Toc323899150 \\h \u001413\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899151\" \u0014Section 1: Core/Individual Competencies\t\u0013 PAGEREF _Toc323899151 \\h \u001415\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899152\" \u0014Section 2: Individual Goals\t\u0013 PAGEREF _Toc323899152 \\h \u001417\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899153\" \u0014Introduction to Goals\t\u0013 PAGEREF _Toc323899153 \\h \u001417\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899154\" \u0014Sources of Goals\t\u0013 PAGEREF _Toc323899154 \\h \u001417\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899155\" \u0014Goal Alignment / Cascading Goals\t\u0013 PAGEREF _Toc323899155 \\h \u001418\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899156\" \u0014Optimal Number of Goals\t\u0013 PAGEREF _Toc323899156 \\h \u001418\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899157\" \u0014Writing Goals\t\u0013 PAGEREF _Toc323899157 \\h \u001419\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899158\" \u0014Guidelines for Writing S.M.A.R.T. Goals\t\u0013 PAGEREF _Toc323899158 \\h \u001419\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899159\" \u0014Section 3: Job Responsibilities\t\u0013 PAGEREF _Toc323899159 \\h \u001420\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899160\" \u0014Rating Scale\t\u0013 PAGEREF _Toc323899160 \\h \u001421\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899161\" \u0014Section 4: Individual Development Plan (IDP)\t\u0013 PAGEREF _Toc323899161 \\h \u001422\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899162\" \u0014The Opportunity for Development\t\u0013 PAGEREF _Toc323899162 \\h \u001422\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899163\" \u0014Steps to Development Planning\t\u0013 PAGEREF _Toc323899163 \\h \u001423\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899164\" \u0014Sources of Activities for Developing Employees\t\u0013 PAGEREF _Toc323899164 \\h \u001424\u0015\u0015\n\u0013 HYPERLINK \\l \"_Toc323899165\" \u0014S","cbCaik98OgJL4Wvk","https://ap.wps.com/l/cbCaik98OgJL4Wvk","docx",518072,57,"English","# Georgia Performance Management Process - Overview\n# Performance Management Philosophy\n# Components of Performance\n# Systems Overview\n# Process Flow\n# Four Phases of Performance Management\n# General Performance Management Process Timeline\n# Phase I: Performance Planning\n## Key Components of Performance Planning\n## The Employee Performance Plan\n## Performance Expectations\n# Phase II: Performance Coaching\n## Introduction to Coaching\n## Giving and Receiving Feedback","[{\"question\":\"What is the purpose of the Georgia Performance Management Process Manager’s Guide?\",\"answer\":\"It provides supervisors and managers with key policies and procedures for the Georgia Performance Management Process used to periodically review and rate employees’ work quality and quantity.\"},{\"question\":\"Can agencies add their own performance management policies beyond the PMP guide?\",\"answer\":\"Yes. The guide notes that agencies may develop additional agency-specific policies or procedures, and managers should contact Human Resources if requirements are unclear.\"},{\"question\":\"How is the PMP organized within the process timeline?\",\"answer\":\"The process is presented through a systems overview and process flow, structured around four phases: performance planning, performance coaching, performance evaluation, and subsequent activities reflected across the timeline.\"}]","Georgia Performance Management Process - Manager’s Guide - Updated | DOCX",1788326551,20]