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Abstract
Performance excellence begins with recruiting and hiring qualified employees. Determining correct job responsibilities and classification is the first step, followed by a well-planned and organized interview process. The process continues as a collaborative and interactive one between employees and managers, during which specific expectations are delimited and evaluated. It is management's responsibility to ensure that employees understand the organization's mission and goals with respect to protecting the public's health and the environment, as well as to instill confidence and demonstrate high expectations of the employees. A successful performance management process is augmented by creativity, trust, and good morale; it motivates employees to improve their own performance, promotes self-motivation and strengthens relationships through open communication between managers and employees.
Introduction
It takes time to do important tasks well. The art of leading and managing employees and having them perform to the best of their abilities does not come easily, nor is it static. A good performance management system is a moving target-an evolving system that needs constant attention and tweaking and that should never be regarded as complete.
For organizational purposes, factors affecting overall employee performance may be divided into two groups: internal and external.
Internal factors are those over which the organization has influence and control (e.g., job descriptions, employee selection, and morale issues); external factors are those over which the organization has little or no control (although it may have input). External factors include funding for salaries, job classifications, and jurisdictional-wide procedures. The Mecklenburg County (Charlotte, North Carolina) Department of Environmental Protection (MCDEP) uses a multidirectional approach to performance appraisal and rewards, beginning with the hiring process and continuing on a day-to-day basis.
Determining correct job responsibilities and classification is the first, and often one of the most important issues to be considered, for this is where the initial salary range is determined. Each job description must reflect not only job responsibilities and required education and expertise, but also the goals and ideals of the department and the governmental unit in general.
Selection of potential employees also is a multistep process. MCDEP uses a three-phase approach, beginning with a written test conducted in a mass setting, usually held at night. The test lasts for approximately two hours and is designed to...