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Personal and Confidential INITIAL PERFORMANCE CONVERSATION In its Strategic Plan document, UPI commits to make UPI a center that fosters the growth and development of our people. ' To support this

How to fill out initial performance conversation form

How to fill out an initial performance conversation form:

1. Start by gathering all relevant information about the employee's performance. This may include performance metrics, feedback from colleagues or clients, and any specific examples or incidents that have occurred.
2. Begin the form by providing some basic information about the employee, such as their name, job title, and department. This will help ensure that the form is properly attributed to the correct individual.
3. Next, outline the purpose of the performance conversation and specify the goals or objectives that will be discussed. This will set the stage for the conversation and give both the employee and the manager a clear understanding of the outcomes that are expected.
4. The form should include sections or prompts for evaluating different aspects of the employee's performance. This may include areas such as job knowledge, quality of work, teamwork, communication skills, and any specific goals or targets that were established.
5. Use a rating system or scale to assess the employee's performance in each category. This could be a numerical scale (e.g., 1-5) or a descriptive scale (e.g., exceeds expectations, meets expectations, needs improvement).
6. Allow space for providing comments or feedback for each category. This is where the manager can provide specific examples or suggestions for improvement, as well as acknowledge any strengths or accomplishments.
7. In addition to evaluating performance, the form should also provide an opportunity for the employee to self-assess their own performance. This can help facilitate a more balanced conversation and encourage employee ownership of their development.
8. Finally, the form should conclude with a section for setting goals or action steps for improvement. This could include specific targets, training or development opportunities, or any additional resources that may be needed.

Who needs an initial performance conversation form?

1. Managers or supervisors who are responsible for evaluating and providing feedback to their team members.
2. HR professionals who are involved in performance management processes within an organization.
3. Employees who want to have a structured and documented conversation about their performance with their manager.

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What is initial performance conversation form?

The initial performance conversation form is a document used to discuss an employee's performance at the beginning of a reporting period.

Who is required to file initial performance conversation form?

Supervisors or managers are required to file the initial performance conversation form for their employees.

How to fill out initial performance conversation form?

To fill out the initial performance conversation form, supervisors can use a standardized template provided by the HR department.

What is the purpose of initial performance conversation form?

The purpose of the initial performance conversation form is to set performance expectations, goals, and objectives for the employee.

What information must be reported on initial performance conversation form?

The initial performance conversation form must include the employee's name, position, performance goals, and any areas for improvement.