Set your 2017 work expectations

Want to increase your job satisfaction and improve your motivation at work this year? Setting work expectations using the City’s performance management system can help. City employees have until Feb. 28 to set their 2017 work expectations in PerformMinneapolis. Completing this task during our current performance appraisal cycle ensures that your work expectations are documented and will appear on upcoming performance appraisals.

Working with your supervisor, develop three to five work expectations. Work expectations include five key parts:

  1. Major job duties.
  2. A link to a department or City goal.
  3. Outcomes or results.
  4. Performance standards.
  5. Resources needed.

Major job duties

Major job duties are what you do as part of your job. They are:

To identify your major job duties, review your position description and your department’s business plan, and identify the department goals or objectives you help accomplish.

Link to department goal

List the department goal that your job duty links to in your department’s business plan.


Outcomes are what you produce or make as part of your job (e.g., decisions, programs, plans or repairs). They describe an accomplishment, and they can be written as a noun with a past tense verb:

Performance standards

Performance standards describe how well you need to do the job. They describe the condition that exists when the job duty is done successfully.

When writing performance standards:

o  Historical data.

o  Targets in service-level agreements or contracts.

o  Output required to generate revenue or meet deadlines.

Resources needed

Resources include whatever you need in order to succeed at your job (e.g., training, equipment, access to data, access to certain people). This provides an opportunity for you and your supervisor to discuss the tools and resources you need to do the job and identify what resources are available.

Learn more about performance management at the City and setting work expectations.

New job success factor: cultural agility

In 2017, the City will include cultural agility as an additional job success factor. Job success factors are a common set of performance measurements that are used Citywide to assess employee performance. 

Cultural agile employees demonstrate awareness of and sensitivity to the needs and concerns of individuals from different perspectives, cultures and backgrounds. These differences may include race, gender, country of origin, disability, age, sexual orientation, gender identity, education, job preference or work style. Culturally agile employees adjust their behavior and communication style out of respect for these differences.  They also accept their own cultural identity and see the value of other points of view.

Published Feb 8, 2017



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