Performance management has become an essential tool for driving success in the corporate industry. Performance management has a wide definition that varies from one organization to next. The definition depends on the context which people use the word and the organization’s objective or the person who has an interest in enhancing performance. A simple definition of performance management is getting the best out of people, something, or a situation ( Seefried, Wirnsperger, Schulte &Möller, 2015). It may also imply supporting, directing, or developing people to get a better result. In the context of such a definition, it means that performance management comes about where there is a shared understanding between two parties towards achieving common objectives. The process involves setting goals, planning for the objective, and setting strategies that guide people to improve towards achieving the set objectives continually.
At ETO Miami Dade County Public Schools, performance management has been the process through which the organization has adopted positivity and leadership performance culture. Currently, Miami-Dade is developing strong instructional leadership with three programs, which include, Project Lead Strong, Instructional Coaches Academy (iCAD) and Florida Turnaround Leaders Program (FTLP). The three programs aim to improve leadership within the organization ( Hansen, Backes& Brady, 2016). The organization is looking forward to work with employees not only to upgrade their leadership performance but also to ensure that people prioritize the projects' achievements. The ETO Miami Dade County Public Schools is also on records for developing future administrators to ensure that they work towards improving the performances of the schools. In this case, the principle of the performance management that leaders use as a culture for this organization is based on working with people ( Backes, Hansen, Xu &Brady, 2016) . The ETO Miami, Dade County Public Schools, work with young leaders, enhance their leadership performance ability, and empower them to be greater performers and leaders for the schools soon.
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References
Backes, B., Hansen, M., Xu, Z., & Brady, V. (2016). Examining spillover effects from Teach For America corps members in Miami-Dade County public schools. Journal of Teacher Education , 0022487117752309.
Hansen, M., Backes, B., & Brady, V. (2016).Teacher attrition and mobility during the Teach for America clustering strategy in Miami-Dade County Public Schools. Educational Evaluation and Policy Analysis , 38 (3), 495-516.
Seefried, J., Wirnsperger, F., Schulte, J., &Möller, K. (2015). Business Partnering durchindividuellesKompetenzmanagement-Ausgestaltung der Rolle des Performance Managements am Beispiel von Hilti. Controlling , 27 (10), 558-564.
