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  1. For the employee to review his or her skills and performance and set goals for the year.
  2. For the supervisor to learn more about his or her staff’s performance and how to help the staff improve that performance and meet their goals.
  3. For management to learn more about employee performance, and both individual and system-wide training needs.
  4. To increase communication across the system, between employees, between employee and supervisor, and between staff, especially supervisors, and management.
  5. To document employee performance for compensation decisions, merit awards, and other personnel actions, including disciplinary actions.