Performance & Development Planning Name: Review Period: Position: Employee's Signature: Department: Manager's Signature: Manager: Date:...
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Question

-        What are the specific types of performance management technique(s) present

in 

-       the instrument? 

-       What are the instrument's major strengths? 

-       Are there any features in the instrument that may compromise assessment, reliability and felt-fairness? 

-       Are there any ways in which the instrument, and the approach to performance management that it reveals, might be improved (300 words)? 


these questions are based on the instrument attached below Screen Shot 2019-09-29 at 7.56.44 pm.pngScreen Shot 2019-09-29 at 7.57.02 pm.pngScreen Shot 2019-09-29 at 7.57.27 pm.pngScreen Shot 2019-09-29 at 7.57.41 pm.png

Screen Shot 2019-09-29 at 7.56.44 pm.png

Performance & Development Planning
Name:
Review
Period:
Position:
Employee's
Signature:
Department:
Manager's
Signature:
Manager:
Date:
Performance Agreement
Agree 4-5 key accountabilities which relate to yours, your team's and the company's business goals. For each accountability, set no
more than 3-4 SMART objectives. Managers should include one accountability related to the management and development of their
team members. (Refer to your position description to identify your key accountabilities.) Weight each accountability to determine its
relative importance, (the sum of all accountabilities should total 100%). Review your progress mid year and refocus your
accountabilities and objectives where relevant.
Ratings: E = Exceeded requirements of objective; M = Met requirements of objective; P = Partially met or did not meet requirements of objective.
Accountability
| Objectives
Weight
Self Assessment
Manager Review
Mid Year Review
Annual Review
Rating
Accountability
Objectives
Weight
Self Assessment
Manager Review
Mid Year Review
Annual Review
Rating

Screen Shot 2019-09-29 at 7.57.02 pm.png

Accountability | Objectives
| Weight
Self Assessment
| Manager Review
Mid Year Review
Annual Review
Rating
Accountability
Objectives
|Weight
Self Assessment
Manager Review
Mid Year Review
Annual Review
Rating
Accountability | Objectives
Weight
Self Assessment
Manager Review
Mid Year Review
Annual Review
Rating
Competencies
At the start of the year you choose three competencies and your manager chooses three competencies to review over the year. Give
examples of how you have shown the competencies in your work during the year. Use the competency guide to determine your rating.
At the end of the year, transfer the competencies you require development in to your development plan. Managers should include at
least two managing/developing competencies.
Ratings: E = Exceptional performance; M = Met all standards required; P = Opportunity for development
Competency
Self Assessment
Manager Review
Rating
Rating

Screen Shot 2019-09-29 at 7.57.27 pm.png

Competency
Self Assessment
Manager Review
Rating
Rating
Rating
Rating
Rating
Rating
Employee's Summary
In the space below, GAVGA your overall results for the year. Include any achievements that have not
Comments
been detailed in the objectives section.
Manager's Summary
In the space below, GAVNAGA the employee's overall results and describe the impact they had on your
Comments
department and the company overall. Include any achievements that have not been included as part of
the objectives.
Overall Performance Rating:
Outstanding
Top contributors. All objectives achieved on time and to an outstanding level of quality. Overall performance
consistently exceeds that which is normally expected for the position.
Excellent
Significant contributors. All objectives achieved on time and to a high level of quality. Overall performance
often exceeds that which is normally expected for the position.
Good
Steady contributors. Objectives reached to an acceptable level of timeliness and quality. Overall
performance meets the standards normally expected for the position.
Needs
Requires assistance to contribute to the required level on a consistent basis. Some of the objectives not
mprovement
achieved or not always to the required standards. Overall performance falls short of the standards normally
expected for the position, however this may be because the incumbent is still learning or new in the position.
Unsatisfactory
Significantly under-contributing. Many/most of the objectives not achieved. Overall performance falls
significantly short of the minimum standards expected for the position.
Career Development Interests
Are you enjoying your current job? What could be done to improve it? What other positions are you interested in progressing/moving to if there was an
opportunity? What skills are you interested in developing?

Screen Shot 2019-09-29 at 7.57.41 pm.png

Development Plan
(Transfer from last year's performance review and identify development needs to support improved performance and career goals)
Competency for
Action Plan for Development
Priority/
Results Achieved
Development
(design your action plan from the following list of
Completion
development options: work experience, formal training,
reading, self study, video, coaching and mentoring from
Date
manager)

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