We believe that good people make our business, and that’s why we encourage our employees to unleash their full potential by engaging in continuous learning.
At ITSC we believe, we win together. We provide a variety of opportunities for your personal and professional growth.
"If you could get the people in an organization rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time."Patrick Lecioni
Performance management is a collaborative, ongoing process between managers and employees. There are three main components of the process: goal setting, continuous feedback, and performance documentation.
Exempt employees will complete annual goal-setting activities and will receive year-end appraisals.
Review the suggested timeline below and reach out to the Human Resources Department with concerns and questions.
We have adopted a Performance Management (PM) system that aligns with our strategic plans and overall work culture. The fundamentals of Performance Management will:
1. Set Clear Performance Expectations
All goals and success metrics are relevant, consistent, timely, accurate, and challenging but achievable.
2. Ensure Transparent Performance Metrics
Goals and success metrics for performance should be visible to all. This level of transparency increases awareness and accountability and allows everyone to assess progress.
3. Communicate often
There are two forms of consistent communication through the Performance Management process. Informal—unscheduled, in the moment feedback on performance, and formal—set, structured time for more in-depth performance conversations occuring twice a year.
The following section will help everyone understand how to create SMART goals and complete annual goal-setting activities that align with our strategy.
This quick instructional video will help ITSC team members set SMART goals that align with the organization.
We use the SMART methodology for shaping Specific, Measurable, Actionable, Relevant, and Timebound goals.
|Amounts produced||Feedback logs||"Stakeholder" feedback|
|Audits, tests, inspections||Observation||Surveys|
|Automated reports||Productivity rates||Time saved|
|Costs reduced||Quality/accuracy rates||Turnaround time|
|Customer satisfaction||Revenue generated||Work products|
The steps below are intended to help managers with the goal setting process.
|Step 1: Performance planning|
Leadership meets and defines the goals and priorities for the year.
|Step 2: Put your plans into action|
Leaders breakdown the strategic direction and link goals with business plans.
|Step 3: Communicate & Cascade|
Share goals and strategic direction and cascade to your teams.
|Step 4: Refine & Define|
Define what success looks like with your team based on strategy.
|Step 5: Formalize & Follow-up|
Review and approve individual employee's goals in Dayforce
An individual development plan (IDP) is a tool to assist employees in career and personal development. Its primary purpose is to help employees reach short and long-term career goals, all while addressing specific skill gaps.
An IDP should be viewed as a partnership between the employee and their manager. This type of documentation involves preparation and continuous feedback.Creating your IDP is not something you should do alone. In fact, it’s best to complete at the time of goal setting with the help of your manager.
Use the guide below to learn how to fill out an Individual Development Plan. Then, log in to Dayforce and submit your IDP. This will be routed to your manager for approval.
Conversations matter. Feedback promotes personal and professional growth. The ability to give and receive effective feedback is an essential skill for all employees.
It can be challenging for managers and employees to understand when and how frequently to have performance discussions outside of the formal performance review.
Performance and learning are linked, which is why we've invested in tools to help you grow your skills. Request access to LinkedIn Learning for over 16,000+ online courses taught by real-world professionals.