Once managers have identified and evaluated their employees’ key competencies, managers and employees should exchange feedback on a continuous basis.
During this process, managers are responsible for providing constructive, honest and relevant feedback. Correspondingly, employees are encouraged to use their supervisors’ feedback to improve their performance. 
Once organisational goals are established, supervisors should identify their employees’ key competencies. In order to ensure that performance evaluations are effectively conducted, supervisors also should specify how expectations may differ according to an employee’s position.
This procedure would inform employees about the responsibilities that are associated with their respective positions, and would establish a set of reasonable expectations for supervisors to assess their employees with. 
An organisation's performance management system should be aligned with its fundamental objectives, as well as its culture and values.  In this article, we'll discuss the key characteristics of effective performance management systems.