Performance

1
Performance Development Plan

• Rhea Seeber-Reynolds
• Human Resource Manager
• Stefani Coverson
• Human Resource Manager

2
Objectives

• Provide you with an understanding of the PDP
  process
• Provide you information on how to set performance
  expectations
• Key Results
• Key Skills and Abilities
• Provide you with an understanding of when to
  complete a PDP

3
Performance Development Plan(PDP)

• Where does the PDP process start?

4
Answer

• With the Position Description Form

5
PDP Getting Started

• Position Description Form (PDF)
• A list of job responsibilities and duties
• Supervisory Desk Files
• Staff meeting or notes
• Unit expectations

6
Purpose of Performance Appraisal

• Annual Review
• Trial Service Review
• Probationary Review
• Other

7
PDP Process

• Performance Planning
• Performance Expectations
• Training and Development Needs/Opptys
• Organizational Support
• Performance Assessment
• Interim Reviews (Optional)
• Performance Feedback

8
When Documenting Employee Work History

• Keep in mind only
• document what is appropriate
• (Communication Log)

9
DOs

• Describe observable behavior
• Capture positive performance performance
  deficiencies
• Capture excessive unscheduled leave and
  attendance concerns
• Note any counseling and discipline letters

10
DO NOTs

• Include any medical and sick leave information
• Include poor performance issues that have not
  already been discussed
• Cover a period that has already been evaluated

11
CBA

• Article 5 Performance Evaluation Article
• 5.1C 5.2 D
• Article 31.6D Removal of Documents

12
Preliminary Discussion

• Review the PDP form and instructions
• Update the PDF if needed
• Complete the data section at top of form
• Identify linkage of employees position to the
  organization
• Determine timing and process of Parts 1-3

13
Exercise

• What is your organizations mission?
• In teams develop
• Key Results Expected.
• Key competencies expected

14
Questions

• ?