Adapted from Performance Appraisal Interviews”, Liam 05/04/2000, Supply Management, Pages 36-37. Copyright “Improving Bell & Howell Information and Learning Company. Copyright Chartered Institute of Purchasing & Supply, May 4, 2000, as found in hr.unt.edu/main/word.../Coaching_for_improved_performance.doc Performance Management Scheduling and Roles Timing Role Role 1 month after hire organizational goals and organizational and your or annual review individual’s roles individual contribution performance expectations SMART goals for the year Goal - based on employee’s job development plan for the year description and alignment with and department goals Meeting input on development plan Development 1st Planning Setting 6 months after hire employee on any changes organizational strategic priorities or annual review in organizational strategic priorities have not changed (begin prep 2 progress on goals progress towards meeting goals weeks before) Ask if any additional support or If needed, ask for support or guidance guidance is needed in to needed to effectively reach your goal on Mid-year effectively reach goal on time time – feedback about areas that feedback from supervisor about are going well areas that are going well Meeting feedback about areas of feedback from supervisor about concern or development areas of concern or development Checkpoint 2nd 12 months after a written summary of the assessment of performance over hire or previous information you have prepared the past year annual review feedback on performance major accomplishments (begin prep 1 of improvement recognize accomplishments; month before) skill or existing skill development note positive feedback (emails, letters, etc…) from others progress towards meeting identify gaps contributing factors to goal action plan to address attainment Review gaps for the year barriers that prevented goal achievement about employee’s future Annual career goals feedback from supervisor about – areas that are going well and areas of concern or development Meeting feedback on future career aspirations 3rd
Adapted from “Improving Performance Appraisal Interviews”, Liam 05/04/2000, Supply Management, Pages 36-37. Copyright Bell & Howell Information and Learning Company. Copyright Chartered Institute of Purchasing & Supply, May 4, 2000, as found in hr.unt.edu/main/word.../Coaching_for_improved_performance.doc Performance Management Scheduling and Roles Timing Role Role 1st Meeting - Goal Setting and Development Planning 1 month after hire or annual review organizational goals and individual’s roles performance expectations based on employee’s job description and alignment with department goals input on development plan organizational and your individual contribution SMART goals for the year development plan for the year 2nd Meeting – Mid-year Checkpoint 6 months after hire or annual review (begin prep 2 weeks before) employee on any changes in organizational strategic priorities progress on goals Ask if any additional support or guidance is needed in to effectively reach goal on time feedback about areas that are going well feedback about areas of concern or development organizational strategic priorities have not changed progress towards meeting goals If needed, ask for support or guidance needed to effectively reach your goal on time feedback from supervisor about areas that are going well feedback from supervisor about areas of concern or development 3rd Meeting – Annual Review 12 months after hire or previous annual review (begin prep 1 month before) a written summary of the information you have prepared feedback on performance recognize accomplishments; note positive feedback (emails, letters, etc…) from others identify gaps action plan to address gaps for the year about employee’s future career goals assessment of performance over the past year major accomplishments of improvement skill or existing skill development progress towards meeting contributing factors to goal attainment barriers that prevented goal achievement feedback from supervisor about areas that are going well and areas of concern or development feedback on future career aspirations
CareyP3Toolkit.docx