MassPerform

Performance Management for Managers

Welcome to MassPerform! On July 6, 2021, MassPerform replaced the Achievement and Competency Enhancement System (ACES) for managers’ performance evaluations. MassPerform was developed in 2018 based on recommendations from a multi-secretariat taskforce.

MassPerform is a coaching / check-in model that allows managers and employees to have meaningful conversations about performance while adapting to changing business needs throughout the year. This conversation-based approach focuses on clear expectations, real-time feedback, and employee-driven development.

To support you in the transition to MassPerform, HRD is requiring all managers to complete an Introduction to MassPerform training. This 35-minute module provides an overview of the conversation-based model and MassPerform process, which will enable you to engage in a successful performance review cycle. 

Notes:

• MassPerform applies only to performance reviews for managers. Performance evaluations for Bargaining Unit and Confidential employees will continue to occur under the Employee Performance Review System (EPRS).
• In the MassPerform model, Manager refers to the Appraising Manager (supervisor of a manager-level employee). Employee refers to the Reporting Manager (manager-level employee being reviewed).
  • Manager-level employees with manager-level direct reports will have both manager and employee responsibilities throughout the review cycle.

Key Program Events

The MassPerform review cycle occurs in three key phases:

Phase	Timing	Purpose
Annual Kickoff	July – August	Managers set expectations and employees set goals to meet those expectations. 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 – June	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. Manager meets with employee to discuss final rating.

MyPath System

A user-friendly and Commonwealth-wide system called MyPath serves as a central resource for all managers to complete performance management tasks, and for all employees to access learning and training tools. For MassPerform users:

• 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.

MyPath demonstration videos and job aids are available on the MassPerform Training, Resources and Job Aids page. 

Additional Resources

MassPerform Training, Resources, and Job Aids