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The
Performance and Development Plan
The Performance and
Development Planning process is designed to make the communication
between supervisor and employee more productive. The idea of
“performance reviews” and “job appraisals” can frighten and intimidate
both boss and subordinate. The information is kept to a minimum and the
result is poor communications.
Ultimately, no one
likes to sit and do the annual ritual, and it is a chore that is usually
done badly. At Your HR Solutions we encourage real dialogue and discussion by
planning for the right performance and planning for the employee’s
development. It is a powerful process that really works, because it is
based on what the job description said had to be accomplished on the job
and what the Learning
Checklist informed the employee on how to do the job. Now the
Performance and Development Plan puts down on paper what accomplishments
and results actually occurred. The tasks are identified.
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Tasks |
Ratings |
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A1. Arrival at
work |
1 2 3 4 5 |
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Example: |
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A2. Log in
computer and phone |
1 2 3 4 5 |
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Example: |
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A3. Answering the telephone |
1 2 3
4 5 |
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Example: |
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A4. Placing an
Order |
1 2 3 4 5 |
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Example: |
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We encourage the creation of a personal growth plan
for the individual that focuses on improving performance.
Comments on Tasks - Developmental Plans
The Behaviors are
identified identical to the Behaviors in both the Job Description and
the Learning Checklist. Specific examples are expected particularly when
performance has been identified as above or below "Proficient" standards
... the definition of a "3" on the rating scale.
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Position Behaviors |
Ratings |
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A1.
COMMUNICATIONS - Listens to others: Solicits ideas, suggestions and
opinions from others; Creates a comfortable climate for airing
concerns; Listens to all points of view with and open mind; Listens
carefully without interrupting; Summarizes input, then checks for
understanding |
1 2 3 4 5 |
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Example: |
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A2.
RELATIONSHIPS - Builds personal relationships: Shows consideration
for the feelings of others; Shows absence of prejudicial and
stereotypic thinking in words and actions; Delivers criticism
tactfully and constructively; Maintains composure in high-pressure
situations |
1 2 3 4 5 |
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Example: |
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A3. ADAPTABILITY
- Adjusts to circumstances: Is flexible in dealing with people with
diverse work styles; Is comfortable in a variety of environments;
Reacts constructively to setbacks; Anticipates and plans for
changing situations |
1 2 3 4 5 |
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Example: |
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The Personal Growth Plan is continued in the
Behavioral Area as well.
Comments on Behaviors - Developmental Plans
And the summary
evaluation is completed. The entire process is linked together into a
unified whole.
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Overall
Performance Rating and Definitions
(circle one)
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5 =
Outstanding Performance -
A role model to the organization; Consistently exceeds all
requirements and standards of the positions |
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4 =
Significant Impact -
Demonstrates full understanding and mastery of all aspects of the
position; Strong capabilities and performance in excess of
requirements and standards; Clearly above the norm |
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3 =
Proficient - Meets general
expectations with reasonable competency and growth potential; This
is a positive rating achieved by a majority of associates. The
individual knows how to do the task, skill, or behavior in a fully
capable and skillful manner. |
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2 =
Satisfactory - This is a
minimally satisfactory rating. The person does a reasonable job in
many areas, but does not meet all the essential standards,
expectations, or requirements of the position at this time. There
are a number of areas where focused attention should be given and
specific learning should occur before a Proficient rating can be
given. |
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1 =
Unsatisfactory - Major
deficiency is evident; There is a failure to meet essential
performance requirements of the position; Immediate corrective
action needs to be taken.
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The Your HR Solutions Human
Resource system is designed to make the process accurate, useful, and
business friendly.
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The same way you
hire someone with the Job Description is
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The same way you
train someone with the Learning Checklist
which is
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The same way you
measure their progress and performance with
the Performance and Development Plan
It is only fair. And it works.
Back to Overview of the entire
Your HR Solutions process
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