Performance Development Planning

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

 

During the Performance Development Planning (PDP) meeting:

• Establish a comfortable, private setting and chat a few minutes to establish rapport with the staff person.
• Discuss and agree upon the objective of the meeting: to create a performance development plan.
• The staff member is given the opportunity to discuss the achievements and progress accomplished during the quarter.
• The staff member identifies ways in which he would like to further develop his professional performance, including training, assignments, new challenges and so on.
• The supervisor discusses the employee's performance for the quarter and suggests ways in which the staff member might further develop his performance.
• The supervisor provides input to the employee's selected areas of personal and professional development and improvement.
• Discuss areas of agreement and disagreement, and reach consensus.
• Examine job responsibilities for the coming quarter and, in general.
• Agree upon standards for performance for the key job responsibilities for the quarter.
• Discuss how the goals support the accomplishment of the organization's business plan and the department's objectives.
• Set goals together for the quarter.
• Agree upon a measurement for each goal.
• Assuming performance is satisfactory for the quarter, agree on a personal and professional development plan with the staff person, that helps him grow professionally in ways important to him and to your organization.
• If performance is less than satisfactory, develop a written Performance Improvement Plan (PIP), and schedule more frequent feedback meetings. Remind the employee of the consequences connected with continued poor performance.
• The supervisor and the employee discuss the employee's feedback and constructive suggestions for the supervisor and the department.
• Discuss anything else the supervisor or employee would like to discuss, hopefully, maintaining the positive and constructive environment established thus far, during the meeting.
• Mutually sign the Performance Development Planning document to indicate the discussion has taken place.
• End the meeting in a positive and supportive manner. The supervisor expresses confidence that the employee can accomplish the plan and that the supervisor is available for support and assistance.
• Set a time-frame for formal follow up, generally quarterly. I recommend you set the actual date for follow-up.

Following the Performance Development Planning Meeting

• If a Performance Improvement Plan (PIP) was necessary, follow up at the designated times.
• Follow up with performance feedback and discussions regularly throughout the quarter. (An employee should never be surprised about the content of feedback at the quarterly performance development meeting.)
• The supervisor needs to keep commitments relative to the agreed upon personal and professional development plan, including time needed away from the job, payment for courses, agreed-upon assignments and so on.
• The supervisor needs to act upon the feedback from departmental members and let staff members know what has changed, based upon their feedback.
• Forward appropriate documentation to the Human Resources office and retain a copy of the plan for easy access and referral.

When your organization develops the discipline and commitment necessary to carry out regular performance development planning, your organization will win. This systematic method for cascading goals and commitment throughout your organization will ensure your success. Can you think of a better way to communicate and measure your key strategic objectives to ensure progress and success? I can't.