WEDNESDAYS TIME Orientation Day September 19, 2012 9 a.m. 12 p.m. – Block I September 26, October 3, 10, 17 and 24 9 a.m. 5 p.m. – October 31 Block II November 7, 14, 28, December 5 and 12 9 a.m. 5 p.m. – (No class on November 22, Thanksgiving week) Break: December 19 January 9 – III January 16, 23, 30, February 6 and 13 9 a.m. 5 p.m. – Break: February 20 Block IV February 27, March 13, 20, 27, April 3 9 a.m. 5 p.m. – (No on March 7) Break: April 10 and 17 V April 24, May 1, 8, 15, 22 9 a.m. 5 p.m. – Block VI (optional) May 29, June 5, 12, 19, 26 9 a.m. 5 p.m. – What are the next steps? Review over your completed IDP and discuss any concerns, uncertainties, and trainings with HR (Maria Alexson/Adrienne Methot) before having your manager review your completed IDP. Your manager may want to review the completed form(s) and quarterly schedule before you meet with your employee. You want to make sure that the overall approach is positive and constructive in both written and verbal feedback by reinforcing what the employee is doing well besides what you note as improvement needs. The above check and balance system will ensure that the IDP is used for the purpose of moving our workforce to a higher standard of performance in a constructive manner. Please be sure that you are not using the IDP as a corrective action plan. Check with HR if the need is actually to complete a PIP (Performance Improvement Plan) which is essentially used for progressive disciplinary action.
WEDNESDAYS TIME Orientation Day September 19, 2012 9 a.m. – 12 p.m. Block I September 26, October 3, 10, 17 and 24 October 31 9 a.m. – 5 p.m. Block II November 7, 14, 28, December 5 and 12 (No class on November 22, Thanksgiving week) Break: December 19 – January 9 9 a.m. – 5 p.m. III January 16, 23, 30, February 6 and 13 Break: February 20 9 a.m. – 5 p.m. Block IV February 27, March 13, 20, 27, April 3 (No on March 7) Break: April 10 and 17 9 a.m. – 5 p.m. V April 24, May 1, 8, 15, 22 9 a.m. – 5 p.m. Block VI (optional) May 29, June 5, 12, 19, 26 9 a.m. – 5 p.m. What are the next steps? Review over your completed IDP and discuss any concerns, uncertainties, and trainings with HR (Maria Alexson/Adrienne Methot) before having your manager review your completed IDP. Your manager may want to review the completed form(s) and quarterly schedule before you meet with your employee. You want to make sure that the overall approach is positive and constructive in both written and verbal feedback by reinforcing what the employee is doing well besides what you note as improvement needs. The above check and balance system will ensure that the IDP is used for the purpose of moving our workforce to a higher standard of performance in a constructive manner. Please be sure that you are not using the IDP as a corrective action plan. Check with HR if the need is actually to complete a PIP (Performance Improvement Plan) which is essentially used for progressive disciplinary action.
Completing%20an%20IDP.docx