If the nature of the work lends itself to predetermined objectives, describe them during the orientation process. You and your employee may develop other objectives as they become acquainted with their duties. All objectives should be listed on the appropriate Staff or Supervisor Performance Management form. The key is that the objectives are known and understood by both the employee and the supervisor. See Performance Management Toolkit for further guidance (Section 5, page 34 and Section 10, page 65).

1. Review the job announcement and describe in detail the specific duties of the position to which the person was hired. Test their understanding of your description by guiding them in conversation in review of your description. Allow time for their questions. Remember new jobs are stressful. Be understanding of that fact as you orient your new employee.
2. By the end of one (1) to two (2) months, mutually prepared and understood objectives should be formulated and entered on the appropriate Performance Management form.
3. At the conclusion of the introductory period (generally 90 days; six (6) months for Public Safety), the employee will be reviewed based on the objectives as listed on the Performance Management form.