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Performance reviews development plan

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Performance reviews development plan

  1. 1. Employee Developmental Plans Tamarlin I. Stephens August 4, 2013
  2. 2. REVIEW PAST PERFORMANCE DISCUSS IMPROVEMENTS  Discuss current job responsibilities with employee  Set short-term and long- term goals  Gather employee information such as attendance and peer reviews  Assess the performance of the employee  Communicate the outcome of the assessment with the employee  Decide upon an action plan
  3. 3.  1. Remain consistent: Avoid showing favoritism by only writing up one particular employee. A supervisor should guide all employees to correct mistakes, document improvements, and to answer questions, while assisting with employee growth.  2. Accurate and detailed documentation is highly important. If an employee has been late more than three times, an example of documenting the tardiness would be; “Employee was 1 hour late on April 2nd; reason given: car trouble. Employee was 30 minutes late on April 25th; reason given: traffic. Employee was two hours late on May 6th; reason given: babysitting issues." Each occurrence should be documented accordingly.  3. Factual and accurate information should be provided and supported. The incident documented should explain the policy and procedure that the employee violated and the date of the incident and year.
  4. 4.  4. Avoid displaying and writing negative feelings and thoughts on any document. Remember to avoid drawing conclusions regarding the employee’s behavior.  5. Consequences should be given to employees that do not change their negative behavior.  6. Make sure that the employee receiving any disciplinary action signs off on the document. If any employee refuses to sign off on their disciplinary document, make a note at the bottom of the form.  7. Provide employees with ample time to respond to the disciplinary action in writing. Remember to include their response within their personnel file.
  5. 5.  1. Provide and explanation for the meeting. The supervisor conducting the meeting should provide the employee with an objective and the reason why a meeting is being held.  2. The supervisor should advise the employee to evaluate their work habits, accomplishments during the period of the review.  3. The supervisor should discuss the ratings with the employee and provide an explanation on how the ratings were achieved. During this time, the employee should be allowed to identify any areas in which he/she does not agree and should be allowed to provide an explanation.  4. At this point the supervisor should discuss with the employee the steps for a developmental plan to be created.
  6. 6.  5. Toward the end of the meeting, the employee should provide a summary of the meeting to demonstrate that both the employee and supervisor are on one accord.  6. During this section of the meeting, the supervisor should provide the employee with reward information and how to achieve any additional rewards on a larger scale.  7. Prior to the end of the meeting, a follow-up meeting should be determined to identify improvements. The employee must receive this future meeting information so that there aren’t any surprises in the future. Having knowledge of a follow-up meeting also provides the employee with time to make any improvements.
  7. 7.  8. An appeals process should be discussed prior to the employee signing off onto the performance development plan.  9. The final conclusion and summary of the entire meeting should be discussed. The supervisor at this point will provide the employee with all necessary information to improve. The employee will have the opportunity to respond if he/she has anything else to say.
  8. 8.  Performance review meetings are essential to the growth of an employee. The meetings provide employees with the opportunity to improve their performance by identifying performance problems and solutions for overcoming them (Aguinis, pg. 251, 2013). The performance meetings are also a good way to build rapport between the supervisor and employee.
  9. 9.  Aguinis, H. (2013). Performance Management. Third Edition. Pearson Education.