Recently, one of the supervisors of one of the departments that I lead failed her performance improvement plan. Prior to being put on a performance improvement plan for 3 months, she had been found to be performing poorly in her duties as per her job description. In her defense in the show cause letter, she brought to my attention extenuatating circumstances, workload issues, bias from her manager, etc that contributed to her failing to meet the requirements of her performance improvement plan. She is a permant member of staff. The penalty she is to recieve which she has agreed to is a reduction in classification level for 12 months. During the 12 months, she is to be sponsored by our organisation to do a diploma course in frontline management with a view of helping her to upskill her supervisory skills. She is to participate in a Performance appraisal and development plan so that she can become supervisory material in 12 months and take her previous position in the organisation. If she fails the Performance appraisal and development plan, she will put on another performance improvement plan, and if she fails again, she may be sacked. Now, how do we design the Performance appraisal and development plan for her so that she is indeed assisted to become a better supervisor, bearing in mind that she will be working at a lower classification level and based on the job description of that lower classification level as well? What are some of the things that we can request her to do, which if she agrees can help her tremendously in becoming a good supervisor? She may come up with ideas of things she may put in the Performance appraisal and development plan, which we have to support her since we are giving a chance to improve. Any guess as to what she might put in the Performance appraisal and development plan? Finally, what are our obligations from an employer perpesctive in this matter? We are meeting with her next week on Tuesday to discuss the Performance appraisal and development plan. So, those of you who can urgently respond to this matter, please do and we greatly appreciate. Thank you.
Cite.Co is a repository of information created by your industry peers and experienced seniors made possible with help from our prime sponsors like:

TALENTEDGE Who provide a platform for "interactive anywhere learning". Courses from top reputed institutes like IIM, XLRI, MICA. View Courses

FACTOHR - Provides Customised Payroll, GPS Enabled Attendance, Travel, Performance Management, HRMS that can help streamline your organisation. Explore Features

Register Here and help by adding your inputs. Contributions From Other Members Follow Below...
Hello there,
My recent research include a paper on "performance enhancement" which is just that the HR can approach post the performance appraisal and mainly targeting those who have attained lower ratings and /or failed the appraisal.
It targets the single performer for his/her performance improvement.
But for professional purpose I would like to ask you if you are self sponsored or company sponsored,since it will have research and development cost included in it.
need your reply.
regds
rohan chakraborty

Respected Members,

My assessment to the case raised is as follows

You seem to be using management by objective MBO approach as she was not able to meet her performance target. However, why did her appraiser wait till end of the year to evaluate her performance and take notes on her complaints, if appraisal was done on a quarterly basis problems would have been detected earlier a avoid demotion and probation.

On the other hand, in my view solution to her situation would be as follows

• Re-evaluate her job description- as she might have been given managerial responsibilities which she was not ready to take on OR

• Run Job Analysis on her job description and write a new one “tone it down”, OR

• Run a Gap Analysis between required and available skill/ competence and ensure she receives proper training to undertake / help her perform her duty.

• Do not seek new targets to put her under probation, let her finish the one she is behind.

• Quarterly review of her performance and report on progress of her projects to include providing tangible deliverable is essential.

• Ensure to take her concerns into consideration and deal with them.

Hope my above comments are of use for your case.

Regards
Hi
I'm working for a medical call center and I need to track the performace for each agent on daily basis could someone please help me as how to give weightage for the inbound call as weel as the out bound call that they perform. PLease help me with a format.
Hi there, Why don’t you send us the parameters of evaluation we will create a format for you. Waiting for the attachment Regards
Hi there, Sure the reply is for you, your the one who requested for help, please do send me the parameters and I will see how I can develop a document for you at my best of knowledge. Waiting Regards
Add Reply Start A New Discussion






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™