Sample Performance Management Responsibilities for
SCM Staff
Leadership/Senior Management

Develop and communicate the organizational vision and mission which must be kept central
throughout the PM process

Set annual strategic objectives and key performance indicators, into which the PM process
must fit

Approve the design/adaptation of the organization’s PM and performance appraisal process,
insuring that it has clear “SMART” goals, logical steps and timelines, and clearly defined
roles

Approve the rewards/incentives used to motivate employees (i.e. pay increases, recognition,
promotion)
Human Resources Staff

Design/adapt the organization’s PM and performance appraisal process, insuring that it has
clear “SMART” goals, logical steps and timelines, and clearly defined roles

Communicate this process to leadership/senior management and ensure their buy-in and
support

Communicate the process to all employees, ensuring that all understand its importance and
how it will benefit them and the entire workforce

Ensure that all positions have current and accurate job descriptions and that accurate
competencies are included in each one

Develop/adapt performance appraisal instruments and ensure that all staff (supervisors and
supervisees) are trained in their use

Ensure that performance appraisal is linked to compensation and other incentives

Plan the logistics for implementing the process (i.e. timelines, use of performance appraisal
forms and meetings, linkages to compensation and other performance-based incentives)

Oversee and participate in the implementation of the system on an on-going basis

Approve the rewards/incentives used to motivate employees (i.e. pay increases, recognition,
promotion).
This job aid accompanies Performance Management for Health Logistics Workers: An Online Tool for Managers,
created by the USAID | DELIVER PROJECT, Task Order 4, for the U.S. Agency for International Development
Supervisors

Have a clear understanding of the PM system, its importance and their role in it

Communicate information about the system to direct reports

Understand the performance appraisal process and comply with its rules, timelines, etc.

Ensure that each direct report knows “what” is expected of them (objectives) and “how” to
do it (competencies and values)

Serve as a coach and mentor throughout the year and ensure that supportive supervision
strategies are used so that direct reports know if they are meeting expectations and how they
might improve their performance. There should be no surprises during annual/semi-annual
performance appraisal meetings!

Facilitate individual annual/semi-annual meetings with direct reports to complete the
performance appraisal forms, discuss how the employee meets or exceeds expectations, the
areas in which improvements could be made and together set performance objectives and
indicators for the next time frame.
Employees

Ensure that they understand the system, its importance and their role in it

Understand the performance appraisal process and comply with its rules, timelines, etc.

Routinely discuss their position and their performance with their supervisor throughout the
year. There should be no surprises during annual/semi-annual performance appraisal
meetings!

Participate in individual annual/semi-annual meetings with supervisors to complete the
performance appraisal forms, discuss how they are meeting or exceeding expectations, the
areas in which improvements could be made and together set performance objectives and
indicators for the next time frame.