A Checklist For Performance Managment Planning
A Checklist For Performance Managment Planning
Explain the purpose of performance planning, the purpose of the meeting and how you propose to proceed
Review the organization's goals and objectives and the strategic plan (if it exists)
Look at the employee's existing job description to determine if it's still accurate and reflects the reality of the employee's job. Discuss and make changes as required.
Review the employee's work plan for the year and assess the linkages between it and the organization's goals and objectives and the strategic plan.
From the work plan or the job description, jointly identify 3-5 areas in which you will set performance objectives for the year. The choice of areas may be determined by the organization's strategic plan, by the employee's desire to improve outcomes in a certain part of their job or by a need to emphasize a particular part of the job at this time.
Prepare a draft of the performance objectives and come to agreement as to the what success for each performance objective will look like (performance indicators)
Identify learning objectives that will help the employee grow in their skills, knowledge and competencies. These objectives can help the employee accomplish their work goals or can be part of a longer term plan to develop their careers.
Discuss the supports available for their learning objectives. These could include courses, workshops or other forms of training but it can also include in-house resources such as coaching or mentoring. For more training and development ideas,
Ask the employee if s/he sees any barriers to accomplishing these objectives or their day to day work and, if so, what needs to be done to overcome them.
Ask the employee to finalize the performance objectives and the indicators as well as the learning objectives in a form provided and make an appointment for a follow up meeting to sign off on the plan.
A Checklist For Performance Managment Planning - To learn more about this author, visit Dr. Fathi El-Nadi's Website.
Like this article? Share it with your friends
Set up a meeting to discuss the work plan. Make sure to set aside sufficient time and arrange to not be interrupted
Explain the purpose of performance planning, the purpose of the meeting and how you propose to proceed
Review the organization's goals and objectives and the strategic plan (if it exists)
Look at the employee's existing job description to determine if it's still accurate and reflects the reality of the employee's job. Discuss and make changes as required.
Review the employee's work plan for the year and assess the linkages between it and the organization's goals and objectives and the strategic plan.
From the work plan or the job description, jointly identify 3-5 areas in which you will set performance objectives for the year. The choice of areas may be determined by the organization's strategic plan, by the employee's desire to improve outcomes in a certain part of their job or by a need to emphasize a particular part of the job at this time.
Prepare a draft of the performance objectives and come to agreement as to the what success for each performance objective will look like (performance indicators)
Identify learning objectives that will help the employee grow in their skills, knowledge and competencies. These objectives can help the employee accomplish their work goals or can be part of a longer term plan to develop their careers.
Discuss the supports available for their learning objectives. These could include courses, workshops or other forms of training but it can also include in-house resources such as coaching or mentoring. For more training and development ideas,
Ask the employee if s/he sees any barriers to accomplishing these objectives or their day to day work and, if so, what needs to be done to overcome them.
Ask the employee to finalize the performance objectives and the indicators as well as the learning objectives in a form provided and make an appointment for a follow up meeting to sign off on the plan.
A Checklist For Performance Managment Planning - To learn more about this author, visit Dr. Fathi El-Nadi's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
|||
Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Dr. Fathi's articles
 | |
|
|  |
 | |
|
| |
 | |||||||
|
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 Make It Happen Become a Better Closer! Human Potential Institute Addictive Entrepreneurship Instant Press Release |
|
 | ||
 |
More PR Resources
Press Release Builder | |
 |
Top 50 Business Plans
Top Business Plan Blogs | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
| ||||||||||
|
| ||||||||||
|
|
||||||||||