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UNIVERSITY OF PENNSYLVANIAINTRODUCTORY PERIOD PERFORMANCE Flagstaff Member's Name: Last First MiddleStaff Member's Job Title From: To: Staff Member's Hire Date Staff Members Penn ID NumberAppraisal
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How to fill out introductory period perance plan

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How to fill out introductory period performance plan

01
Review the performance plan template provided by the organization.
02
Familiarize yourself with the goals and objectives set for the introductory period.
03
Start by reviewing the job description and responsibilities assigned to you.
04
Assess your strengths and weaknesses that are relevant to the performance plan.
05
Clearly understand the performance expectations and criteria defined.
06
Discuss with your supervisor or mentor regarding any clarifications or doubts.
07
Develop a plan to meet the defined objectives and improve on the identified areas.
08
Set measurable and achievable goals for each performance area.
09
Create an action plan with specific steps to achieve the goals.
10
Implement the plan and consistently work towards the set goals.
11
Monitor your progress periodically and keep track of any improvements or challenges faced.
12
Seek feedback from your supervisor or mentor on your performance.
13
Make necessary adjustments to your plan if required.
14
Continuously strive for improvement and take initiatives to excel in your role.
15
Regularly communicate with your supervisor or mentor to discuss progress and seek guidance.
16
Evaluate your overall performance against the defined criteria and objectives at the end of the introductory period.
17
Prepare a summary report highlighting your achievements and areas for further development.
18
Discuss the performance evaluation with your supervisor and seek feedback for future growth.

Who needs introductory period performance plan?

01
Introductory period performance plans are typically needed by new employees who have recently joined an organization.
02
It helps them to understand the performance expectations and criteria specific to their role during the initial period of employment.
03
This plan is important for both the employee and the organization to ensure a smooth transition and assess the employee's performance and potential.
04
It also provides a framework for feedback and improvement, helping the employee to align with the organization's goals and expectations.
05
Overall, anyone going through an introductory period in a new job can benefit from having a performance plan in place.

What is INTRODUCTORY PERIOD PERANCE PLAN Form?

The INTRODUCTORY PERIOD PERANCE PLAN is a fillable form in MS Word extension needed to be submitted to the specific address in order to provide certain information. It needs to be filled-out and signed, which can be done manually, or using a particular solution like PDFfiller. This tool helps to fill out any PDF or Word document directly from your browser (no software requred), customize it according to your purposes and put a legally-binding e-signature. Once after completion, you can send the INTRODUCTORY PERIOD PERANCE PLAN to the relevant person, or multiple individuals via email or fax. The template is printable too due to PDFfiller feature and options proposed for printing out adjustment. In both electronic and in hard copy, your form will have a neat and professional appearance. Also you can save it as the template for later, so you don't need to create a new file again. All that needed is to amend the ready sample.

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The introductory period performance plan is a performance evaluation plan for new employees to assess their performance during their initial period of employment.
Employers are required to file introductory period performance plans for all new employees entering their organization.
The plan can be filled out by HR personnel or supervisors by evaluating the employee's performance against predetermined goals and objectives.
The purpose of the plan is to provide feedback to new employees, identify areas of improvement, and set performance expectations for the future.
The plan typically includes a summary of the employee's performance, areas of strength and improvement, and any goals for further development.
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