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The Mid-year Coaching conversation is a formal conversation between a supervisor and an employee to review performance related to the employee’s job responsibilities, goals, and core competencies outlined in their performance plan. This discussion provides an opportunity to assess progress, recognize accomplishments, clarify expectations, address any challenges, and make adjustments to goals as needed to support continued success.

• The meeting is required for all classified employees.
• The meeting includes a review of the employee's work plan, including any modifications made during the evaluation period to address changing business needs.
• The supervisor provides a preliminary performance rating and discusses the employee's progress toward goals, demonstration of core competencies, and overall performance during the first six months of the evaluation period.
• The employee and supervisor review and update performance goals, as needed, to reflect changing priorities and establish expectations for the remainder of the evaluation period.
• The meeting requires written comments documenting progress and possible areas for improvement.
• The supervisor and employee must review progress toward training requirements.

• Supervisors must conduct a performance discussion after the completion of 90 days of the probationary period or trial service.
• Supervisors should document the time, content, and date of this conversation either in Cornerstone or on the Classified Performance Evaluation Form. Departments can also maintain the documentation in informal supervisory files.

Effective coaching begins with the employee’s performance plan and the development of SMART goals and continues throughout the performance cycle. Coaching is an ongoing conversation between supervisors and employees that supports performance, professional growth, and development by:

• Clarifying performance expectations and providing guidance to support employee success.
• Identifying and addressing gaps between expected and actual performance while recognizing progress and achievements.
• Creating opportunities for employees to develop skills, improve performance, and achieve goals.

• Strengthening the working relationship between employees and supervisors through regular communication, feedback, and support.

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Informal feedback through ongoing coaching creates work environments where employees are willing and able to ask questions.ÌýSafe/open work environments allow a free-flowing dialogue about performance in which mistakes are transformed into learning opportunities. During the coaching process, it is important to discuss the consequences and impact of employee actions and behaviors. A coaching meeting helps to align the employee with the vision of the department and supervisor, which can gain employee buy-in. Ìý

Feedback is an essential part of effective coaching and helps create a work environment where employees feel comfortable asking questions, sharing ideas, and seeking guidance. A culture of open and ongoing feedback encourages meaningful conversations about performance, where challenges and mistakes become opportunities for learning, growth, and improvement.

During coaching conversations, supervisors should provide timely, specific feedback that helps employees understand the impact of their actions and behaviors. Discussing both strengths and opportunities for improvement allows employees to better understand expectations, recognize their contributions, and identify ways to enhance their performance. These conversations also help align employees with the goals and vision of the department and supervisor, increasing engagement and commitment.

Feedback during coaching may include:

• Providing guidance, support, and on-the-job training to strengthen skills and performance
• Identifying opportunities for additional learning, development, or external training
• Encouraging employees to learn from experienced team members through collaboration and shadowing
• Offering ongoing feedback on progress, challenges, and areas for growth

Feedback conversations may also occur during the review of a completed project or assignment by:

• Discussing outcomes, results, and the processes used to achieve them
• Recognizing what was done well and identifying areas where performance could be improved
• Reflecting on lessons learned and discussing how to apply those insights to future work

In challenging situations, feedback and coaching provide an opportunity to address performance concerns directly, clarify expectations, support improvement, and, when necessary, guide employees through the appropriate steps of progressive discipline.