Performance Planning PowerPoint Presentation Slides

Performance
Planning
Your Company Name

Content
2
01 Introduction
02 Performance Planning
03 Performance Coaching
04 Performance Feedback
05 Performance Review & Development
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Introduction
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01 Project Background
02 Performance Management Program
03 Core Performance Criteria & Categories

Background
4
Project Brief or Summary
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your audience's attention.
Project Fund
$ 5M
Duration
01st Sep, 2017-
31st Aug, 2018
Objectives
Your Text Here

Our Team
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Your Text Here
Name Here
Your Text Here
Name Here
Your Text Here
Name Here
Name Here
Name Here
Your Text Here
Name Here
Name Here
Name Here
Your Text Here
Name Here
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Name Here
Name Here
Name Here
Your Text Here
Name Here
Name Here
Name Here

Performance Management Program (1/2)
• Implement Action Plan
• Deliver Service
• Collect Data
Action
Delivering Results
Planning
• Strategic Planning
• Needs Assessment
• Action Planning
Planning for Results
• Record & Validate Data
• Analyze Data Results
• Communicate Results
Results
Reporting Results
• Policies & Procedures
• Changes in Behaviors
• Process Improvement
Feedback Loop
• SWOT Analysis
• Resource Allocation
• Skill Development
Feedback Loop
• Program & Policy Decision Making
• Employee Performance Planning
• Fiscal Year Accounting & Budget Request
Feedback Loop

Performance Management Program (2/2)
Discuss Goal Plan
for the Cycle
Commit to/
Affirm Plan
Check-in Conversations.
How are things going?
Discusses in
Review Meeting
Discusses in
Review Meeting
Affirmation of
Feedback
Begin
New
Program
Supervisor
Creates Plan
Employee
Acknowledges
Plan
Progress Notes
Self Evaluation
Employee
Acknowledges
Evaluation
Supervisor
Evaluation

Core Performance Criteria (1/3)
8
Priorities
N/A 1 2 3 4 5
Understand work responsibilities and related tasks
Finishes work assignments precisely, completely and on time
Follows proper attendance rules and policies
Resolves issues in a productive, safe and effective way
Is a responsible and acknowledges responsibility for own actions?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Criteria: 5 Being the Highest and 1 is the Lowest
80%
70%
65%
22%
75%
58%
42%
50%
65%
30%

Evaluation
Criteria
Research Performance
Expectations
Teaching Performance
Expectations
Community Engagement
Performance Expectations
Not relevant
Unsatisfactory
Satisfactory but areas for
Improvement
Achieved
Exceeds Expectations
Does Not Meet
Expectations
Below
Expectations
Meets
Expectations
Very Good Outstanding
Key

Ratings
Job Knowledge
• Comments 1
Work Quality
• Comments 2
Attendance/Punctuality
• Comments 4
Initiative
• Comments 3
Communication/Listening Skills
• Comments 5
Dependability
• Comments 5
Overall Rating (Average the rating numbers above)
Poor = 1 Fair = 2 Satisfactory = 3 Good = 4 Excellent = 5
Key

Performance Planning
11
01 Guidelines for Performance Planning
02 Types of Goals/ Priorities
03 Goals Setting Process

Performance Guidelines
Skills Guidelines
Feedback
(Met, Not Met, Not
Tested)
Comments
Content
Research
• Understands the topic objectives and research plan (what is required, how to find it, do we need to time box the
effort)
• Requests, pro-actively, for additional clarity when required
• Discuss with supervisors regarding content
• Plagiarism issues
• Add Your Guidelines Here
Met Your Text Here
Quarterly
Standards
• Accepts responsibility for outcomes (positive or negative) of one’s work; admits mistakes and refocuses efforts when
appropriate
• Level of dependency on co-workers in terms of tasks given
• Average number of tasks in a day
Not Met Your Text Here
Review Meeting
Standards
• Professionalism
✓ Uses professional language and refrains from using profanities in the office environment
✓ Conduct during review meetings
• Team Meetings
✓ Demonstrates an ability t clearly and concisely explain your thoughts
✓ Ability to implement changes discussed during review meetings
✓ Add Your Guidelines Here
✓ Add Your Guidelines Here
Not Tested Your Text Here
Time
Management
• Complete assigned work in allotted time frame
• Inform Proactively
✓ Highlights any anticipated delays in advance
✓ When free, requests for additional tasks or volunteers to help others
Your Text Here Your Text Here
Supervisors
Experience
• Make all the discussed changes during review
• Showcases good listening skills and accurately captures expectations and feedback on his/her task
Your Text Here Your Text Here

Goals Setting Process
Specify tasks
and results
Set targets or
Standards
Determine the
measures
Outline time
frames
Prioritize
goals
Rate goal
performance
Coordinate efforts for
goal achievement

Goals Setting Template
Smart Goal
• Through Increasing Communication and Team Building
• Your Text Here
• Encourage Two-way
Communication with
Employees
• Decrease Conflicts
• Your Text Here
• Your Text Here
Who? What? When?
Where? Why?
• Less Attention in my
Department
• Staff Come to Me When
they have Problem
• Your Text Here
• Your Text Here
How will I know when
it is accomplished?
• Prioritize Weekly
Employee One on One
• Take Training Course
• Your Text Here
• Your Text Here
Can objectives
pertaining to the goal
be carried out? How?
• Better Relationship Help
our Department Reach our
Overall Department Goal
• Your Text Here
• Your Text Here
How does this goal
help you to meet your
overall objective?
• All Training and Team Build
Activities will be Completed
Within the Next 6 Months.
• Your Text Here
• Your Text Here
Completed/milestones
achieved by end of
performance period
Specific Measurable Attainable Relevant Time-bound
85Goal Building Better Relationship with the Team

Types of Goals/Priorities (1/2)
Item P 1 2 3 4
To have a good understanding of organization’s business goals
To understand the steps needed to reach the business goals
To behave consistently with organization’s core values
To have understanding of how your job contributes to the organization
achieving its business goals
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Legend
Priority level. Larger boxes
indicate that an item is a higher
priority for increasing
engagement
Score is OK
Moderate to low score. Potential
problem area. Take a closer
look.
Low score. Problem area
Benchmark reference line
Frequency distribution of
responses. Red indicates a high
level of disagreement.
Freq.
P

Types of Goals/Priorities (2/2)
Goal/Objective Action Steps Responsible Person Measured By Due Date
Improve Staff Performance and
Reduce Time Wasted Looking for
Information
Determine Wait Times by Employee John Smith Manager Your Text Here 1st Jan
Meet with Staff to Determine Best Practices 5th Feb
Your Text Here 17th Feb
Your Text Here 23rd Mar
Your Text Here 15th Apr
Your Text Here Katie Brown Manager Your Text Here 30th Apr
Your Text Here 2nd May
Your Text Here 5th May
Your Text Here 14th Jun
Your Text Here
Your Text Here 27th Jun
Your Text Here 6th Jul
Your Text Here John Smith Manager Your Text Here 18th Jul
Your Text Here 2nd Aug
Your Text Here 13th Aug
Your Text Here 28th Aug
Your Text Here
Your Text Here 2nd Sep
Your Text Here Katie Brown Manager Your Text Here 6th Sep
Your Text Here 18th Sep
Your Text Here 6th Oct
Your Text Here 27th Nov
Your Text Here Zaira Khan Manager 23rd Dec

Performance Coaching
17
01 Supervisors & Employees Responsibilities
02 Do's & Don'ts's

Employees Responsibilities
18
RACI matrix
Task Name Employee Name Tom Emily Brian Lettie Johnny Harry
Market Research R C C A I
Advertising R A C I I
Storyboarding A R C I C
Funding C R I I
Design R A C I C
Production A R I
Distribution C C R A
Responsible Accountable Consulted Informed

Supervisor’s Responsibilities
• Sets Goals and objectives
• Add Your Text Here
• Add Your Text Here
Dan Marino
• Plans, gives and directs work
• Schedules deadlines
• Accepts , amends and rejects deliverables
Nick Chen
• Allocates funds and people; approves leave
• Approves and schedules training
• Appraises performance and assigns ratings;
approves awards; counsels employees, takes
corrective actions
Katie Homy
Supervisor’s
Name
Supervisor’s
Responsibilities

Do’s & Don’ts
20
Focus on performance and development
The Do’s
Be specific about reasons for ratings
Decide on specific steps to be taken for improvement
Focus on future performance
Your Text Here
Your Text Here
Lecture the employee
Mix performance appraisal and salary or promotion issues
Concentrate only on the negative
Focus on future performance
Your Text Here
Your Text Here
The Don'ts

Performance Feedback
01 Multiple Sources of Feedback
02 Feedback

Multiple Sources of Feedback
22
01 02 03 04 05 06 07
Easily
Accessible
Cost
Effective
Instant
Divers-
ification
TransparentLiquid ConvenientSecured
Employee Feedback

Pre One-on-One Notes
Your Text Here
Your Text Here
Your Text Here
Your Text Here
List at least 3 questions to ask the employee to
ensure and effective coaching session:
Topic Checklist
Your Text Here
Goals
Development
Your Text Here
Concerns
Help Needed
Your Text Here
Future Interests
Action Items
During the One-on-One
What Project is the Employee Working on?
Your Text Here
Your Text Here
What Challenges has the Employee Encountered this Week/Month?
Your Text Here
Your Text Here
Your Text Here
What Project is the Employee Working on?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Post Meeting Notes and Comments for Next One-on-one
Your Text Here
Your Text Here
Feedback - One to One Form (1/2)

Feedback - One to One Form (2/2)
Team Member Date
Department Time
Personal/Notes: (Spouse, Children, Pets, Hobbies, Friends, History, etc.)
Team Member Update/Notes:
Manager Update/Notes:
Future:
What areas are ahead of schedule? Your Text Here
Where are you on budget? Your Text Here
Are you on track to meet the deadline? Your Text Here
Tell me about what you’ve been working on Your Text Here
Tell me about your week – what’s it been like? Your Text Here
How are you going to approach this? Your Text Here
What do you think you should do? Your Text Here

Feedback - Self Evaluation Form
What were your Most Significant Work-Related Accomplishments? (Include Projects, Assignments, New Skills or Knowledge
Gained)
• Your Text Here
• Your Text Here
• Your Text Here
What didn’t you Accomplish that you had Planned on Accomplishing? Why?
• Your Text Here
• Your Text Here
• Your Text Here
How do these Accomplishments Relate to your Key Responsibilities and Goals for you and your Unit/Department?
• Your Text Here
• Your Text Here
• Your Text Here
How will you Accomplish these Goals?
• Your Text Here
• Your Text Here
• Your Text Here
What are your Goals for Next Evaluation Project?
• Your Text Here
• Your Text Here
• Your Text Here
01
02
03
04
05

Performance Review & Development
26
01 Performance Review Form
02 Performance Ratings
03 Performance Improvement Plan
04 Comments of the Supervisor
05 Employee Development Program

Performance Review Form (1/2)
27
Productivity (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets by (1) = Needs Work
Completes Tasks
Shows Good Judgements
Looks for Efficiencies
Works Smarter, Not Harder
Meets Deadlines
Makes Realistic Goals
Communication (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets by (1) = Needs Work
E-mail Etiquette
Telephone Etiquette
Processes Received Information
Communicates Effectively Through Verbal Communications
Communicates Effectively Through Written Communications Such as Reports, Documents, Etc.
Listens to Others
Leadership (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets by (1) = Needs Work
Delegates Clearly
Establishes Clear Expectations
Resolves Conflicts
Brings Out the Best in Team Members
Leads by Example
Finds Realistic Solutions
Acts Decisively, Meets Problems Head-on
Provides Necessary Resources
Personal Development (5) = Exceptional (4) = Exceeds Requirements (3) = Meets Requirements (2) = Gets by (1) = Needs Work
Sets Challenging Goals
Even-tempered Under Pressure
Sets High Standards for Self

Performance Review Form (2/2)
28
Characteristics
Quality Unsatisfactory Satisfactory Good Excellent
Works to full potential
Quality of work
Work consistency
Communication
Independent work
Takes initiative
Group work
Productivity
Creativity
Honesty
Client retention
Punctuality
Attendance
Technical skills
Dependability
Goals
Achieved Goals set in previous review?
Goals for next review period
Comments and Approval

Performance Assessment
29
Post Development Prof Growth Action Plan Logistics Timeline
Discuss any required
training, coursework,
workshops, etc.
List employee enrichment as
a result of achieving set
goals
Detail the steps required to
achieve the desired goal
Lis all budget, equipment,
and staffing requirements
Provide predicted start date
and projected date of
completion
Starting Range or Crucial
0-3 Months
Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here
Middle Range or Significant
3-6 Months
Long Range or Useful
6-12 Months

Performance Ratings (1/2)
30
Ratings
Particulars Poor Fair Satisfactory Good Excellent
Job Knowledge
Understand duties, responsibilities and has the level
of proficiency required to accomplish the work
Work Quality
Accuracy, thoroughness, dependability of results
Attendance
Reports to work as scheduled, follow established
procedures of break and notify supervisor in advance
of schedule change
Initiative
Ability to be self-directed, efficient, creative, and
resourceful. Assumes extra work on initiative and
adapts quickly new responsibilities
Work Attitude & Cooperation
Extent to which employee demonstrates a positive
attitude, and promotes cooperation which supervisors
and others
Dependability
Employee can be counted on to carry out instructions
and fulfil job responsibilities efficiently
Overall Rating

Performance Ratings (2/2)
31
Needs instruction or guidance Has required knowledge of own
Exceptional knowledge of own
related
1 2 3 4 5
Comments:
Lacks imagination Meets necessary requirements Unusually resourceful
1 2 3 4 5
Comments:
Wastes time and needs close
supervision
Steady and willing worker Exceptionally industrious
1 2 3 4 5
Comments:
Needs improvement Has required knowledge of own
Consistently maintains highest
quality
1 2 3 4 5
Comments:
Should be increased
Regularly meets recognised
standards
Unusually high output
1 2 3 4 5
Comments:
Knowledge of Work:
Understanding of all phases
of his/her work, the
technology field and related
products
Initiative
Ability to originate or develop
ideas and to get things started
in regard to sales
Application
Attention and application to
his/her work
Quality of Work
Thoroughness, profitability
and accuracy of work
Volume of Work
Quantity of acceptable work
including sales figures

Performance Improvement Plan (1/3)
32
Goals & Objectives during this Evaluation Period
Your Text Here
Your Text Here
Achievements, Accomplishments and Responsibilities (completed by employee)
Your Text Here
Your Text Here
Evaluation completed by Supervisor (completed by supervisor)
Your Text Here
Your Text Here
Strengths and Areas for Development
Your Text Here
Your Text Here
Suggested Career Progression Plan
Your Text Here
Your Text Here
Goals & Objectives for next evaluation period
Your Text Here
Your Text Here

Description of the underperformance This slide is 100% editable. Adapt it to your needs and capture your audience's attention
Aim of the performance improvement plan Your Text Here
Plan start date Your Text Here
Plan end date Your Text Here
Manager: ___________________ Date: ___________________ Overall Outcome if plan objectives are achieved or not achieved:
Improvement Objectives Success Criteria Additional Support Required Review Schedule Objective Outcome
What, specifically must the individual
do to improve their performance to
meet expected standards?
How will you know when the
expected standards of performance
have been met?
What additional development or
support does the individual require
in order that they are able to achieve
the expected standards?
When will progress against
improvement objective be reviewed?
How will evidence of progress be
collected? Who will review progress?
When will the final review of the plan
be undertaken and by whom? What is
the final outcome? What action will be
taken if expected standards are not
met?
Enter improvement objective 1 Detail success criteria for
improvement objective 1
Detail the additional support
required to succeed in achieving
Detail when progress against
improvement objective 1 will be
reviewed, how and by whom
Detail the specific consequences if the
individual does not achieve
Enter improvement objective 2 Detail success criteria for
Detail the additional support
required to succeed in achieving
Detail when progress against
improvement objective 2 will be
reviewed, how and by whom
Detail the specific consequences if the
individual does not achieve
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here

34
Duties & Improvement Required Expected Outcome/ Measurement Support & Dependencies
1
Such as, collection and collation of data to
allow accurate and timely reporting
Monthly: Data collection completed on time with 90
percent accuracy
Manager to review monthly
2
Such as, more timely maintenance of
system spreadsheet
Monthly: Data collection completed on time with 90
percent accuracy
Manager to review weekly
3 Next issue in need of addressing Your Text Here Your Text Here
Review
Date:_________
Met/Not
Met/Partially
Met
Review
Date:_________
Met/Not Met/Partially
Met
Review
Date:_________
Met/Not Met/Partially
Met
1 Outcome: Outcome: Outcome:
2
3

Supervisor’s Comments (1/2)
35
Current Responsibilities
Attach job description, noting any significant changes
Your Text Here
Performance Assessment
Evaluate performance and achieved goals
Your Text Here
Discuss areas of excellence within performance
Your Text Here
Discuss areas of improvement
Your Text Here
Develop future goals with set expectations
Your Text Here
Comments & Approval
Provide any additional feedback
Your Text Here

Ability to Accomplish Responsibilities
• Your Text Here
• Your Text Here
• Your Text Here
Achievement of Goals
• Your Text Here
• Your Text Here
• Your Text Here
Examples of Exceptional Performance
• Your Text Here
• Your Text Here
• Your Text Here
Suggested Areas of Improvement
• Your Text Here
• Your Text Here
• Your Text Here
Demonstration of Core Values
• Your Text Here
• Your Text Here
• Your Text Here
Additional Comments
• Your Text Here
• Your Text Here
• Your Text Here
Supervisor’s Comments (2/2)

Employee Development Program (1/3)
37
Activity Description Active/Hold Point of Contact Status Comments
Active In Progress
Hold Completed
Employee Start Date: ___________________ Date of last Plan Revision: ___________________ Todays Date: ___________________
Week 1 Activities
30 Day Activities
60 Day Activities
90 Day Activities

Provide a specific description
of the desired changes (e.g.
skills)
Course, workshop,
conference, self
development(research
reading etc.) coaching,
mentoring, job, shadowing,
project work
E.g. end of April, to be
completed in the next 6
months, over next 1-2 years
E.g. staff members, manager
etc.
E.g. resource requirements,
additional notes
Learning & Development Type of Development Timescales Who is Responsible? Further Comments

Long- Range
What specific workshops,
seminars, mentoring, continuing
education, etc. is needed?
What specific competencies/skills
of the employee will be enhanced
by completing the goal?
What specific steps must the
employee take to acquire the
competency or skill?
Short -Range
Critical development needs
for present
Mid -Range
Important for growth within present
or future position (2 years)
Long- Range
Helpful for achieving future career
goals (3+ years)

Performance Management KPIs & Dashboard
40
• Your Text Here
• Your Text Here
• Your Text Here
KPI Metrics
• Your Text Here
• Your Text Here
• Your Text Here
KPI Dashboards

Performance Management KPI Metrics (1/4)
218
Calibrated
Performance Reviews
542
Performance
Reviews Initiated
325
Performance
Reviews Completed
368
Manager Rated
Performance Reviews

42
01 Positive Feedbacks
02 Negative Feedbacks
03 Annual Appraisal Pending
04 Pending Feedbacks
05 Meetings Attended by Employee

43This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Template Assigned
20%
Self Review
75%
Manager Review
60%
HR Review
56%

14
Days until your
Annual Appraisal
Your Text Here
• Your Text Here
• Your Text Here
3
Objectives
2
Requests
for Feedback
John Smith
Ready for Review
Kelly Carter
Needs a Review
Your Text Here
• Your Text Here
• Your Text Here
Your Text Here
• Your Text Here
• Your Text Here

Performance Management Dashboard (1/3)
45
Rate Review
Complete
Edit Review
Sign off Review
# Performance
Reviews
180
80
67
98
112
20
40
60
80
100
120
140
160
180
200
Set Goals & KPIs Ongoing
Performance
Discussion
Performance
Rating
HR & Management
Rating Review
Performance
Review Completed
Sign Off Review
Edit Review
Complete
Rate Review
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Performance Review Status Summary Performance Review Status Summary
101
90
125
130

46This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Training
Profile
Approved Applications
Total Rejected
Total Attended
Total Not Attended
15
0
15
4
4
Time in
current post
Appraisal
Profile
Targets Agreed
Targets as Needs
Targets Completed
Total Cost (All Elements)
0
0
3.5
0
3.5
Time in
current post
CPD &
Qualifications
Total CPD Hours
Enrolled Hours
Qualifications
Number of Skills
3
1667
13
0
3
Time in
current post
Employment
Profile
44
Time in
current post
Length of Employment
Retirement Date
Time in Current Post
Time in Current Group
12
2027
44
12

This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 47
Meetings attended
by team (QTD)
Attended
70%
All Teams
Quarter-over-quarter
+11%(QTD)
Monthly Trend
(Last 3 months)
-7%(QTD)
Engineering Team
Quarter-to-quarter
Monthly Trend
(Last 3 months
Engineering
Performance (QTD)
On Target
60%
Product Team
Year-over-year
-9%(QTD)
Yearly Trend
(Last 3 years)
UX Design team
Quarter-to-quarter
+18%(QTD)
Monthly Trend
(Last 3 months)
0
20
40
60
80
M1 M2 M3 M1 M2 M3
Product Team
Quarterly performance – last 2 quarters (QTD)
43
31 29
68
78
47
63
54
0%
20%
40%
60%
80%
100%
0
10
20
30
40
50
60
70
80
90
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Product Product 02
2017 2018
Quarterly Team Performance – last 2 years (percentage
of goal)
Top & Bottom 3 teams – percentage of goals
(YTD)
90%
70%
65%
55%
60%
40%
Front end
UX Design
QA
Product
Bid Data
Analytics
Feedback comparison by team member
- my teams (YTD)
90%
Berlin Grey
75%
Jack Smith
68%
Tom Cruise
33%
Kristen Wilson
52%
Mohammed
60%
Kaira
75%
Chris Stolk
40%
Debbie
Jackie Fernandes
85%
Kelly Brown
80%
Top5
Positive
Bottom5
Negative

Performance Appraisal Icon Slide
48

Clustered Column
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 50
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
Product 02
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
Product 01
0%
10%
20%
30%
40%
50%
60%
Jan Feb Mar Apr
Product 03

Pie Chart
51
35%
50%
75%
100%
02
03
01
04
This graph/chart is linked to excel, and changes
automatically based on data. Just left click on it and
select “Edit Data”.
01
02
03
04

52
Coffee
Break
(11:00- 11:30)

53
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audience's attention.
2013 2014 2015
Timeline (Cont…)
Start

Timeline
54
201320132013
2016 2017 2018
End

Newspaper
55
95%
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to your needs and capture your
audience's attention.01
90%
audience's attention.02

Post It Notes
56
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editable. Adapt it to your
needs and capture your
This slide is 100%
This slide is 100%
This slide is 100%
Your Text
Here
Your Text
Here
Your Text
Here
Your Text
Here

Swot Analysis
57
PLANNING
ANALYSIS
STRATEG
Y
RECRUITMENT
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capture your audience's attention.01

Puzzle
58

Target
59
Your Text Here
Your Text Here
Your Text Here

Circular
60
01
02
03
04
05
06

61
Thank
You
Address:
# street number, city, state
Email Address:
emailaddress123@gmail.com
Contact Numbers:
0123456789

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