REAP-Progress-Report.docx
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This document is a progress report for a Re-Entry Action Plan (REAP). It provides details on the plan's status, achievements, challenges, and lessons learned. The report indicates that the REAP is ongoing but over 50% completed. While facing difficulties, the plan has helped beneficiaries and achieved some intended and unintended outcomes so far. The experience has provided the author with significant lessons.
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![RE ENTRY ACTION PLAN PROGRESS REPORT
Name: _______________________________ Position/Designation: __________________
REAP Title: _____________________________________________________________
Date Started: __________________________
Target Completion Date: __________________________
Expected Beneficiaries:_______________________________________________________
Expected Output: _____________________________________________________________
Approved Budget: _____________________________________________________________
Date of This Report: ___________________________________________________________
A.
A.1. Has your REAP been revised since
approved?
[ ] YES
[ ] NO
A.2. If YES, at what step/s the revision
took place and the compelling reason/s.
B. Status Report
B.1. What is the current status of the Re Entry Action Plan?
[ ] REAP is completed, REAP output is approved by the Schools Division
Superintendent.
[ ] REAP is completed, REAP output is implemented.
[ ] REAP is completed, REAP output is replicated in other schools.](https://image.slidesharecdn.com/reap-progress-report-220519145824-0db998d8/85/REAP-Progress-Report-docx-1-320.jpg)
![[ ] REAP is completed, REAP output served as a benchmark for other
schools/division offices.
Please approximate the statusof implemented REAP if not yet completed:Please
refer to the table (The table may be presented in a separate sheet of paper as an
attachment at landscape orientation.)
[ ] REAP is ongoing but nearing completion at around 76 – 99% done.
[ ] REAP is ongoing but achieved more than half at around 51 – 75% done.
[ ] REAP is ongoing but achieved less than half at around 26 – 50% done.
[ ] REAP is at the early stage of implementation at around 25% or less.
[ ] REAP has not been implemented or discontinued
Indicator Method Data
Source
Timeline Person
Responsible
Support
Needed
Milestone Indicators
1-24%
25 – 49%
50 – 74%
75 – 99%
100%
Success
indicators
(please be
direct and
specific)
B.2. Please describe what has been achieved so far (if on-going) or the final results
(when completed) with respect to the objectives set by your Plan. Kindly include
both the intended and the unintended outcomes if there are.
B.3. What helped you carry-out the implementation of the REAP? Please explain how
this factor/factors helped you.](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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In this report, you will find our initial summary of the following using the Smartsheet Templates:
Business Case
A good business case is credible and compelling. It provides qualitative and quantitative cost-benefit analysis information.
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Easily communicate milestones and important meetings across multiple projects. With the Program Master Calendar, it is easy to keep items up to date, share the latest schedule with stakeholders
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A good charter not only establishes the scope, goals, and budget of the PMO, but also stimulates discussion.
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This template can be used t ...
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30/60/90 days Production Plan 2016:
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Assessment 1 – Case Study
Project Overview and context
You receive an email from Mary Johns, Managing Director of Business Operations.
Subject: Improving team effectiveness Hello,
As we move into the new financial year, we have many challenges to address in order to meet our business goal of 15% growth. One strategy I would like to implement is to improve team effectiveness at the outlet level.
Our current approach is to leave the management of outlet teams to the outlet managers. This will still be the case, but I would like all outlet managers to go through a process of documenting the approaches, methods, strategies and plans that they will use in leading and managing their teams.
This process of documentation will allow the outlet managers to formalise their approach to team leadership and use this documentation as a framework to evaluate their team leadership performance. It will also allow the organisation, as a whole, to learn what is and isn’t working and to improve our leadership skills.
Please refer to the tasks you are required to do. These tasks relate to how you, as the outlet manager, will lead and manage the effectiveness of your team through the implementation of our current operational plan.
I look forward to discussing this during our meeting (roleplay) where you will go over your report with me and your team members.
Regards,
Mary Johns
Managing Director: Business Operations
Tasks
1. Prepare a briefing document that outlines your understanding of (a) the team purpose, (b) roles, (c) responsibilities and (d) accountabilities in accordance with organisational goals, plans and objectives.
This document should be appropriate to distribute to team members as a consultation process to establish a common understanding.
2. Using the Performance and Development Plan template, prepare a six-month performance plan to establish (a) the expected outcomes, (b) outputs, (c) key performance indicators (KPIs) and (d) goals for the retail team. You may need to conduct additional research to determine realistic KPIs.
3. Outline the strategies you will use to support team members to meet their KPIs over the next six months.
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4. Outline the strategy you will use to ensure team members have an input into the planning, decision- making and operational aspects of their work.
5. Outline the strategies you will use to encourage team members to participate in and to take responsibility for team activities, including communication processes, and to raise any issues or concerns.
6. XYZ currently has no policies or procedures around allowing and encouraging employees to take responsibility for their own work and to assist others to perform their roles and responsibilities within the team.
Prepare a draft policy and set of procedures that would achieve this. It may be relevant to utilise information that has already.
Executive director performance_appraisal
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