MAINTAIN current satisfactory performance
In those areas of responsibility where the employee is currently performing well and where improvement is of no particular value, set the expectation to maintain this level of performance rather than encouraging improvement. It is important to include maintenance expectations when planning future responsibilities because the time and effort required for them affects the adding or expanding of other responsibilities.

IMPROVE satisfactory performance
In other responsibilities an employee's performance may be satisfactory but growth is desired. Be careful that the additional improvement desired is worth the extra time and effort required to achieve it. Both supervisor and employee must understand what improvement is expected and how it will be measured.

SOLVE problems
During the conference, problem areas may be identified. Clarify job expectations so that the employee understands the problem and can work toward resolution. Problem solving might include developing better or different ways to complete a task.

PROVIDE new opportunities
The conference may identify areas in which the employee could assume new responsibilities that would benefit the department and provide for further personal development.

CHALLENGE
Each employee should have a realistic amount of challenge in the job. Write job expectations and assume they will be achieved, but also recognize that challenging expectations have a greater possibility of not being attained than non-challenging expectations. Don't write overly conservative objectives just to guarantee success. If, in the course of performance toward a challenging expectation, it becomes clear that there are greater difficulties than expected, the supervisor should work with the employee to reduce the difficulties or, if necessary, redefine the expectation more realistically.

PRIORITIZE expectations
Job expectations must be integrated so that the job as a whole represents a reasonable amount of work with known priorities. If priorities are not established or do not show how expectations are interrelated, the employee will still not know what is expected.

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