Performance Management Plan

Performance Management Plan

PERFORMANCE MANAGEMENT AGREEMENT
Employee Name Manager Name
Role & Department Role & Department
DATE PERIOD REVIEW DATES
From To Interim Final

Purpose
This document should be used to manage employee performance over a 6 to 12-month period. Expectations should be made clear to the employee, and
they should be comfortable with the agreed upon performance goals and learning and development activities. For normal circumstances, a 6 month and 12-
month (final) performance review should suffice.

If an employee is underperforming to a degree which requires more frequent meetings, all discussions and related documentation pertaining to employee
underperformance must be recorded in the employee’s personnel file as part of the Managing Underperformance process. It is the manager’s responsibility
to discuss each review stage of the plan with HR before actioning.

The manager is to fill out the relevant section of this plan for each meeting, asking employee to review and agree on minutes. The manager should then
print the updated plan at end of each review meeting for sign-off by manager and employee, and send e-copy to HR. HR will review and securely store plan
documents, providing a password-protected read-only copy on the shared drive for the employee and manager to access.

Stages of Performance Management Plan

1. Initial Review: Employee and manager meet, discuss and agree Performance Goals and Learning and Development Plan
2. Before next review: Employee to complete Interim Self-Assessment, Manager to complete Interim Manager’s Feedback
3. Interim Review: Employee and manager meet to assess employee’s work in review period - review self-assessment and feedback against
Performance Goals and Learning and Development Plan

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4. Before next review: Employee to complete Final Self-Assessment, Manager to complete Final Manager’s Feedback
5. Final Review: Employee and manager meet to assess employee’s work in review period - review self-assessment and feedback against Performance
Goals and Learning and Development Plan
6. Manager to discuss with HR
7. Employee provided with an outcome

Initial Review Meeting

Initial Review Meeting notes

1 Manager outline of performance
issues
(Min. 2)
2 Employee response/identification
of support needs, etc
(Min.2 )
5 Summary of Action Points
6 Set date for next review

Performance Goals
Task / Responsibility (Min. 1) Required outcomes (Min. 1)

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<Task or behaviour required for the job> <Describe what the employee needs to do to achieve the task or
List the tasks and responsibilities that are relevant to the employee’s position. responsibility successfully>
e.g. – Monitor email enquiries. The required outcomes must be specific, measurable and realistic. In
most cases, the required outcomes will be described as a measurement
of quality, quantity or timeliness.
e.g. – All enquiries must be responded to within 2 business days of
receipt.

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Learning and Development plan

To be completed with the employee during the initial performance discussion meeting.

Task / Responsibility (Min. 1) Required outcomes (Min. 1)

<Enter details of the skills and behaviours the employee would like to improve. This <List agreed strategies to achieve the development>
may be to improve outcomes or to develop new skills for future career goals.> e.g. coaching, on-the-job training, external training.
For example – Improve customer service skills so that I can handle complex enquiries.

INITIAL REVIEW MEETING ACKNOWLEDGEMENT

MANAGER EMPLOYEE

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PRINT NAME PRINT NAME

SIGN NAME SIGN NAME
DATE DATE

Interim Review (do not complete)

Employee self-assessment
Employee to complete before the interim review meeting.

How do you think you have performed against each of your performance goals?

What areas would you like to develop?

Other comments:

Manager’s feedback
Manager to complete before the interim review meeting.

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How do you think the employee has performed against each of their performance goals?

What areas would you like to see the employee focus on in the future?

Other comments:

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Interim Review Meeting notes

1 Employee Self-Assessment
2 Manager’s Feedback
3 Review Performance Goals
4 Review Learning and Development
Plan
5 Summary of Action Points
6 Set date for next review

INITIAL REVIEW ACKNOWLEDGEMENT

MANAGER EMPLOYEE
PRINT NAME PRINT NAME
SIGN NAME SIGN NAME
DATE DATE

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Final Review

Manager to complete.

Final Review Meeting notes

1 Manager’s Feedback
Summary of feedback provided to employee
4 Action Points
Actions (for example further development or
termination)

FINAL REVIEW ACKNOWLEDGEMENT

MANAGER EMPLOYEE
PRINT NAME PRINT NAME
SIGN NAME SIGN NAME
DATE DATE

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