Dear Friends,
In appraisals, some employees have been low-rated. We need to make an action plan for their improvement. Can you please furnish some procedure/system for the action plan, please?
Regards,
Sushil
From India, Mumbai
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In appraisals, some employees have been low-rated. We need to make an action plan for their improvement. Can you please furnish some procedure/system for the action plan, please?
Regards,
Sushil
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Sushil,
For the low-rated performers, you need to have a Performance Improvement Plan in place.
This initiative can be in the form of an Individual Performance and Development Plan (IPDP) which has two component parts: the Performance Plan and its related Individual Development Plan.
The IPDP is agreed upon by the supervisor and employee for a performance management cycle and is also endorsed by the Functional Head to ensure that resource implications can be catered for.
How to construct the Performance Plan: a four-step process
The Performance Plan is constructed by the supervisor and the employee together, focusing on priority-setting for the performance management cycle period and working cooperatively through a four-step process:
1. Agreeing upon Key Result Areas.
2. Agreeing upon Performance Objectives.
3. Agreeing upon Key Performance Indicators and their associated Performance Targets.
4. Agreeing upon Action Plans.
In order to do this, you need to have DISCUSSIONS BETWEEN EMPLOYEE AND SUPERVISOR. The exact course of the discussion should focus on the key tasks. There are seven key tasks:
1. Agree upon Key Result Areas
2. Agree upon Performance Objectives
3. Agree upon Key Performance Indicators/Targets
4. Agree upon Action Plans
5. Agree upon the Individual Development Plan
6. Reviewing the Plan
7. Signing off the Completed Plan
Before the employee and supervisor sign off the agreed Plan, it needs to be forwarded to the Functional Head for authorization to ensure that the Plan is consistent with the strategic objectives of the Organization, and that required resources can be made available.
Upon sign-off, the original should be retained by the employee and a copy by the supervisor. The employee should then periodically update the RESULTS and DATE OF RESULT columns of the Action Plans in preparation for Review meetings.
Hope you find this piece of information useful!
😃 😃 😃
From India, Bangalore
Acknowledge(0)Amend(0)
For the low-rated performers, you need to have a Performance Improvement Plan in place.
This initiative can be in the form of an Individual Performance and Development Plan (IPDP) which has two component parts: the Performance Plan and its related Individual Development Plan.
The IPDP is agreed upon by the supervisor and employee for a performance management cycle and is also endorsed by the Functional Head to ensure that resource implications can be catered for.
How to construct the Performance Plan: a four-step process
The Performance Plan is constructed by the supervisor and the employee together, focusing on priority-setting for the performance management cycle period and working cooperatively through a four-step process:
1. Agreeing upon Key Result Areas.
2. Agreeing upon Performance Objectives.
3. Agreeing upon Key Performance Indicators and their associated Performance Targets.
4. Agreeing upon Action Plans.
In order to do this, you need to have DISCUSSIONS BETWEEN EMPLOYEE AND SUPERVISOR. The exact course of the discussion should focus on the key tasks. There are seven key tasks:
1. Agree upon Key Result Areas
2. Agree upon Performance Objectives
3. Agree upon Key Performance Indicators/Targets
4. Agree upon Action Plans
5. Agree upon the Individual Development Plan
6. Reviewing the Plan
7. Signing off the Completed Plan
Before the employee and supervisor sign off the agreed Plan, it needs to be forwarded to the Functional Head for authorization to ensure that the Plan is consistent with the strategic objectives of the Organization, and that required resources can be made available.
Upon sign-off, the original should be retained by the employee and a copy by the supervisor. The employee should then periodically update the RESULTS and DATE OF RESULT columns of the Action Plans in preparation for Review meetings.
Hope you find this piece of information useful!
😃 😃 😃
From India, Bangalore
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Performance Development Plan.doc
Employee development plan.pdf