переведите мне пожалуйста текст с английского языка на русский TEXT 4. WHAT IS PERFORMANCE MANAGEMENT?

TEXT 4. WHAT IS PERFORMANCE MANAGEMENT?

Performance management is a constant communication process when the performance manager and the employee are:
•identifying and describing essential job functions on the basis of the mission and goals of the organization
•developing realistic and appropriate performance standards
•giving and receiving feedback about performance
•writing and communicating constructive performance appraisals
•planning education and development opportunities to improve employee work performance
Employee is the person whose performance is managed.
Performance Standards are written statements describing how well a job must be performed.
Performance Appraisal is a process of assessing, summarizing, and developing the work performance of an employee.
The performance management process begins with analysis and description of the job. The performance manager identifies essential functions in the job description and the strategic mission and goals of the department or organizational unit. In cooperation with the employee standards of minimum acceptable performance are developed for the position. Additionally, standards for performance that exceeds expectations may be set to encourage the employee to reach even better results.
During the appraisal period (typically one year), the performance manager observes the performance of the employee, focusing on helping the employee to achieve successful performance. At the end of the appraisal period, and in collaboration with the employee, the performance manager prepares and writes a final copy of the written performance appraisal.
At any point in the process, the employee and performance manager may identify needs and create a plan for employee education, training or development in job-or career-related areas.
The issues related to performance management of teams and team members arise out of the variety of reporting relationships and degree of independent responsibility that teams exercise.
Writing a job description is a process of systematically collecting, analyzing, and documenting the important facts about a job. Assignment of responsibility for the accomplishment of goals and strategic initiatives is related to the essential functions of the job description.
Before a job vacancy is advertised, a job description is completed. After the employee is hired, this job description becomes the job assignment and forms the basis of the job function description on the Performance Evaluation Form.
This process of writing a job description is called job analysis. The job description provides a basis for job-related selection procedures and performance standards.
The job description specifies:
•the specific job functions and tasks
•the functions and tasks which are essential
•the percentage of time typically spent performing each functions
•the skills, knowledge and abilities required to perform the job successfully
•the physical and mental requirements of the position
•special conditions of employment
•the level of supervision received and exercised
The performance manager should deliver the job description to the employee during his or her first few days on the job.
A strategic plan is composed of a mission statement, identified goals related to the organization’s mission, and strategic initiatives necessary to accomplish each goal. The mission statement describes the fundamental reason why the organization or department exists. The goals identify the results, which will further that mission. Strategic initiatives set out the specific steps, which must be taken to achieve those results. Strategic planning is a dynamic process, which is usually revisited at intervals of between one to two years.
Individual employees will each make a contribution to the realization of goals and may be responsible for accomplishment of specific strategic initiatives in support of those goals. To ensure that initiatives are completed, those responsible for