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PERFORMANCE AND DEVELOPMENT PLANNING


Name of Manager :________________________________________ Position:__________________
Employee
:________________________________________ Position:__________________
Date
:________________________________________
_______________________________________________________________________________________
1.0
Position Objectives
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________________
2.0
Job Related Competence\Skill
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________________
3.0
Personal Attributes

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________
_______________________________________________________________________________________
4.0
Aspirations\Career Path of the Person Being Appraised
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

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5.0

Improvement Areas
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

____________________________________________________________________________________________________________________________

6.0

Development Suggestions
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

____________________________________________________________________________________________________________

7.0

Objectives and Target Dates


_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

____________________________________________________________________________________________________________

8.0

Overall Critique
Ranking

____________________________________________________________________________________________________________

9.0

Comments by Manager
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

____________________________________________________________________________________________________________

10.0

Comments by Employee
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

____________________________________________________________________________________________________________

11.0

Follow-up Date
_______________________________________________________________________________
_______________________________________________________________________________________
Signed: _________________________________
Manager

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Signed: _________________________________
Employee

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PERFORMANCE AND DEVELOPMENT PLANNING GUIDELINES (PDP)


INTRODUCTION
Minproc has agreed to adopt a Performance and Development Planning system (PDP) for all its employees
and core integrated contractors. The objectives of this programme are to:
Enhance communication between the employee and his/her manager.
Establish and achieve mutually agreed upon performance objectives and expectations.
Encourage employee ownership and participation in a process that focuses on employee development.
Provide progress reviews and periodic feedback to employees.
Provide an assessment of employee and management competencies.
Provide assistance in identifying resources for projects.
As this is the first time that such a programme is being used, a set of Guidelines is set out below. These
guidelines should be followed by all relevant managers.
This programme has been adopted by Minproc in order to provide a formal basis of measuring and enabling
continuous improvement. It ensures that the individual needs and Companys goals are closely aligned.
The results of the PDP will form the basis of the remuneration reviews.
GUIDELINES
1. Each employee/core integrated contractor will participate in a PDP.
2. A PDP must be conducted annually but more frequent interim discussions could be undertaken by
mutual agreement between the employee and the immediate manager following agreed target dates.
3. The PDP should be carried out on or near the anniversary date of the commencement of employment.
4. The Agenda for the PDP will be set by the Manager but the Employee also has the ability to raise
additional items. Both personnel must be fully prepared for the discussion.
5. The PDP should be conducted in a professional, constructive, factual and objective style.
6. The PDP should cover as a minimum the following:
Are the position objectives being met? (Discuss job duties and responsibilities and performance)
Job satisfaction
Skills deficiencies
Ambitions and career path
Training requirements. (Discuss and agree specific development activities and training goals)
Improvements to work environment
Mutual commitment and loyalty

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Lifestyle balance
Create new performance objectives
The attached prompt sheet can be used when conducting a PDP.
7. The PDP should be at least one hour duration.
8. The conclusions from the PDP will be written down by the Manager on a PDP Summary form (see
attached). The employee should either sign in agreement or add any relevant comments. This PDP
must include a plan for the employee and employer relationship.
9. As a measurement of the achievement of objectives, the Summary will include an alpha ranking from A
to E with no plus or minus. As a guide to the Manager, the following should be taken into account.
A:

Outstanding or exceptional past performance. Employee has excelled in all areas.

B:

The employee has performed to a high level in the majority of areas.

C:

The employee is performing to the level expected for the role.

D:

There are some areas of the employees performance that need improvement but otherwise the
performance is satisfactory.

E:

The majority of the employees performance needs to be improved.

10.A copy of the PDP will be given to the Employee. The original will be sent to the relevant Divisional
Manager and then sent to the Human Resources Manager to be placed in the employees personnel
file.
11. Should the employee be dissatisfied with the assessment then they shall have the right to appeal to the
relevant Divisional Manager.

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PERFORMANCE AND DEVELOPMENT PLANNING (PDP)


PROMPT SHEET
1. POSITION OBJECTIVES

Job Duties
Job Description
Responsibilities
Direction given by management
Autonomy
Authority levels
Communication of tasks
Objectives with time limits and budgets
Understanding and identifying with the basic goals and values of the organisation.

2. JOB RELATED COMPETENCE/SKILL

Achieving results on time.


Setting realistic work goals.
Developing plans for specific tasks and projects.
Anticipating problems.
Making good use of internal resources including staff personnel, supplies, equipment,
management information systems, computers, etc.
Setting priorities with a proper sense of urgency and importance.
Using time efficiently.
Managing a variety of assignments at the same time.
Taking responsibility for personal decisions, actions and results.
Organising my work.
Following up tasks and assignments to assure successful completion.
Understanding the impact and implications of political, social, economic, technological and
competitive trends.
Maintaining perspective between the overall picture and the details.
Understanding and identifying with the basic goals and values of the organisation.

3. PERSONAL ATTRIBUTES
3.1 Positive Focus

Seeking and accepting feedback for self-improvement without defensiveness.


Thinking in a disciplined and logical manner.
Being responsive to requests, suggestions and leadership of my supervisor.
Helping my supervisor gain the support of others for the supervisors goals, plans and ideas.
Instilling commitment to quality and excellence.

3.2 Proactiveness

Helping others when requested; pitching in.


Attending to needs of customers and users of my service.
Asking the right questions to get needed information and to properly size up a situation.
Thinking of creative ideas and innovative actions; seeing fresh, resourceful solutions.
Taking the initiative as problems or opportunities arise; being action oriented, willing to take risks.
Finding the real cause of problems before taking action.
Developing and expanding my work skills to take more responsibility.
Proposing new ideas to my supervisor regarding goals, policies, improved work procedures.
Gathering and organising relevant information before meeting with my supervisor or others.

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3.3 Ability to Execute

Using appropriate vocabulary and grammar.


Understanding fully my responsibilities as delegated by my supervisor.
Keeping up to date on technical knowledge in my field.
Helping associates become independent and autonomous.

3.4 Judgement/Decision Making

Modifying my style to be appropriate for each situation.


Considering a wide range of alternatives before making a decision.
Making decisions under the pressure of time and with limited information.
Choosing the right people for work assignments.
Delegating responsibility to associates appropriate to their abilities.

3.5 Interpersonal Relationships

Listening to and understanding what others are saying.


Creating an enthusiastic, positive work climate; energising others.
Actively developing a spirit of teamwork and co-operation when working with others; building
consensus.
Gaining respect quickly; making favourable first impressions.
Maintaining a balance between concern for people and concern for work production.
Motivating associates by recognising and reinforcing effective performance.

3.6 Communication

Confronting people problems; resolving conflicts.


Seeking new ideas and opinions of others.
Understanding and dealing with the feelings of others.
Determining the needs and objectives of other people.
Being aware and adept at organisational politics.
Communicating effectively with people at different organisation levels.
Writing effective memos, letters and reports.
Giving and getting accurate information.
Making clear, concise presentations.
Conducting periodic performance evaluations.
Being available for associates to ask questions and to discuss their important concerns.

3.7 Management/Team Building

Getting co-operation and action from people not under my direct control.
Conducting meetings and interviews.
Effectively handling emergencies and crisis.
Providing leadership and vision.
Coaching and developing associates.
Establishing appropriate goals and performance standards; explaining what to accomplish and
why.
Providing associates with all the information they need to do their job and to feel a partnership with
the organisation.
Involving associates with decisions affecting them.
Setting a proper example for associates to follow.
Encouraging associates to be innovative and willing to take risks.
Understanding and using my authority and power effectively.
Managing people of different cultural and ethnic backgrounds.
Building a cohesive team; obtaining co-operative teamwork.
Mediating disagreements or conflicting desires between associates.

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4. ASPIRATION/CAREER PATH

Short Term 6 - 12 months.


Long Term 3 - 5 years.
Change in department
Change in location
More technical involvement
More management involvement

5. IMPROVEMENT AREA

Technical
Management
Organisation
Dress
Punctuality
Commitment

6. DEVELOPMENT SUGGESTIONS

Skills for current job


Skills for potential new position
Knowledge base for current job
Technical development
Management development
Personal development

7. OBJECTIVE AND TARGET DATE

What does company have to do and by when


What does employee have to do and by when
Methods of measurement
Ultimate goal date and interim time intervals

8. OVERALL CRITIQUE

See Guidelines

9. COMMENTS BY MANAGER

Aspects of job performance and are position objectives being met?


Area of positive improvement achieved
Overall outlook by company on employee

10.COMMENTS BY EMPLOYEE

Are position objectives being met?


Commitment to meet position objectives
Comments on overall critique
Plans for the future

11.FOLLOW-UP DATE

This date may be earlier than 12 months hence if interim objectives, goals, training is intended.
The date should be realistic.

12.SIGN-OFF

Both employee and manager to sign.

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