Getting to Strategic:. Performance Planning Document Brown Bag Workshop. AGENDA. Why the Performance Planning Document (PPD)? What should be included in the PPD? Process/Timeline for completing and reviewing PPD. OUTCOMES.
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Performance Planning Document Brown Bag Workshop
There are 3 levels we use for employee Performance Management:
Each level has a Performance
Planning Document and Evaluation Form
Performance is below expectations. All objectives are not achieved. Requires close supervision. Definite need for improved performance. The employee must develop an action plan for improvement. If immediate and sustained improvement is not made in the rated category within 60 days, disciplinary action will be initiated. This rating should not be given overall unless counseling and/or documentation of deficiencies have taken place during the rating period. The employee should be reviewed again in 60 days at which time an overall rating with this value may result in termination.
Performance meets expectations. Employee may at times perform more than is expected. Produces quality work that is usually reliable and priorities are completed by deadlines. Follows routine plans, shows initiative at times, routinely handles problems as situations occur and takes authorized actions, at times will anticipate actions needed in advance. Requires occasional to routine supervision.
Performance is substantially above expectations. Employee has contributed to the City and Department to a significant degree. Produces the highest quality work that is consistently reliable and is often completed in advance of deadlines. Demonstrates outstanding initiative, anticipates and solves problems and takes appropriate empowered actions. Requires little or no supervision.
Quarterly Performance Reviews
SEPTEMBER 15 – PPD Completed and Uploaded into E1
10/1/08 – Q1 Review
1/1/09 – Q2 Review
4/1/09 – Q3 Review
6/30/09 (approx) – ANNUAL REVIEW DUE