MassPerform

Performance Management Program for Commonwealth Managers

Welcome to MassPerform! 

MassPerform is the Commonwealth’s performance management model for managers (non-union employees), centered around meaningful performance conversations. This conversation-based approach focuses on clear expectations, real-time feedback, and employee-driven development. The goal of MassPerform is to create a performance culture where timely, relevant feedback drives change and delivers meaningful business outcomes. 

This is achieved through a coaching/check-in model focused on:

• Managers setting clear expectations for their managerial employees.
• Employees creating goals to meet their manager’s expectations.
• Managers and employees sharing two-way feedback.
• Employee-driven development. 

The successful completion of MassPerform is not just a task, but a significant contribution towards the agency's mission accomplishment, making you an integral part of our collective success.

Roles and Responsibilities

For your personal MassPerform performance review, you are the employee. If you direct others, you will also be the manager. Depending on your organization's structure, you may wear both hats. 

As a reminder, everyone who receives a MassPerform performance review is a manager (non-union employee); however, we use the words manager and employee to distinguish between supervisors and their direct reports.

• Employee: This refers to the manager-level employee being reviewed.
• Manager: This refers to the appraising manager who is the supervisor of a manager-level employee noted above.

New Hire Timeframes

Hire Date	Cycle	Performance Review Status
On/Before July 1	On-Cycle	Participant in the on-cycle performance review cycle
July 2 - December 31	Off-Cycle	Participant in the off-cycle performance review cycle
January 1 - June 30	N/A	Ineligible for the current fiscal year performance review cycle  & will be an on-cycle participant in the next fiscal year

The Three Phases of MassPerform

Phase	Timing	Purpose
Annual Kickoff	July – September  (On-Cycle) July - December  (Off-Cycle)	Managers set expectations and employees set goals to meet those expectations. Managers conduct an initial Check-in conversation to discuss what success in the upcoming year looks like for the employee.
Ongoing Check-ins	September – April	Quarterly (at minimum) meetings to foster the sharing of two-way feedback and the addition/modification of expectations or goals as needed. Employees can optionally initiate development-based Check-in meetings with their manager.
Wrap Up	May – July	Employees reflect on their own performance and business impacts over the past year. Managers review employees’ self-reflection before conducting their own assessment and rating of the employee’s performance. Final Check-in of the year to share feedback and discuss the employee’s annual performance reflection. Managers and employees provide signatures after final ratings are released and discussed.

MyPath System

MyPath serves as the Commonwealth's learning and performance hub.

MyPath Benefits:

• MyPath supports the alignment of performance expectations and goals, memorialization of feedback, and optional employee-led development planning.
• Managers and employees are able to add/modify expectations and goals throughout the year, as necessary.
• The system automatically generates personal, action-oriented communications during the review cycle to help users remember key dates and tasks.
• While performance reviews are available in MyPath, the personnel file will remain the system of record for all employee performance reviews.