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This job aid accompanies Performance Management for Health Logistics Workers: An Online Tool for Managers, created by the USAID | DELIVER PROJECT, Task Order 4, for the U.S. Agency for International DevelopmentAn employee is more likely to perform well if he or she—Knows what is expected of him/herKnows how well he or she is performingHas the necessary information/ knowledge and skills to do the jobHas the necessary tools and equipment to do the jobHas organizational support from supervisor and othersHas the motivation and incentive to perform wellHas a good working relationship with his/her supervisor.Performance Management Systems: Best PracticesActive participation, support and commitment from senior management in the PM process are essential for its success. Leadership should be involved from the beginning, contributing to the design and the implementation of the process.PM processes need to be institutionalized, standardized and integrated across the organization. All employees need to understand their roles and responsibilities in the system and be accountable for their participation in it.The individual goal setting process should be linked to the organization’s strategic plan and mission. When individual employee goals are in alignment with organizational goals, workers are motivated to work toward achieving both. PM must be integrated with other key human resource (HR) policies (i.e. compensation, promotion, continuing professional development) since employees are increasingly motivated to perform well when they see consistent links between their contributions and rewards.Supervisors must beheld accountable for being people managers and evaluated not only on how well they perform their own technical duties, but also how well they manage their staff and elicit high performance from them.Excellent customer services should be the end goal, whether the customers are workers further along in the supply chain system or are the end users/health consumers.An objective and transparent rating scale that differentiates between different levels of performance should be put into place so that high performance can be rewarded and poor performance can be addressed.Metrics and assessment tools should be developed and used to track the process and guide subsequent changes.The performance of supply chain staff should be managed every day—not only at performance appraisal time.For performance management to be effective, supervisors must be trained in communicating, coaching and giving feedback.