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Performance Planning and Review (PPR) Guide for Managers and Staff HR Performance and Development PPR Users Guide V2 Contents Context3Five Step

How to fill out performance planning and review

How to fill out performance planning and review:

1. Set goals: Begin by identifying specific, measurable goals that align with the overall objectives of the organization. These goals should be challenging yet achievable and should contribute to the employee's professional growth.
2. Establish performance expectations: Clearly communicate the performance expectations for each goal. Discuss the desired outcomes, timelines, and any specific metrics that will be used to evaluate performance. It is important to provide employees with a clear understanding of what is expected from them.
3. Conduct regular check-ins: Throughout the performance period, schedule regular check-ins to review progress, provide feedback, and address any challenges or obstacles faced by the employee. These check-ins can help keep the employee on track and provide an opportunity for course correction if needed.
4. Document achievements and challenges: Keep a record of the employee's achievements, challenges faced, and any additional training or development needs identified during the performance period. This documentation will be useful during the review process.
5. Evaluate performance: At the end of the performance period, assess the employee's performance against the set goals and expectations. Use a fair and objective approach to evaluate their achievements, strengths, areas for improvement, and overall contribution to the organization.
6. Provide feedback: Schedule a performance review meeting to discuss the evaluation results with the employee. Provide constructive feedback, recognize their accomplishments, and discuss areas for improvement. Encourage an open dialogue to address any concerns or questions the employee may have.
7. Set future goals: Based on the review and feedback, work together with the employee to set new goals for the upcoming performance period. Ensure these goals are aligned with the employee's career aspirations and the organizational objectives.

Who needs performance planning and review:

1. Employees: Performance planning and review is beneficial for all employees, regardless of their level or role within the organization. It provides them with a clear understanding of their goals, helps them stay focused and motivated, and allows them to receive constructive feedback and guidance for their professional development.
2. Managers and supervisors: Performance planning and review enables managers and supervisors to assess the performance and progress of their team members. It helps them identify strengths and areas for improvement, provide timely feedback, and make informed decisions regarding promotions, transfers, or training opportunities.
3. Organizations: Performance planning and review is crucial for organizations as it helps align individual goals with the overall objectives of the company. It ensures that employees are working towards common goals and contributing to the success of the organization. Additionally, it helps identify high-performing individuals, promotes a culture of continuous improvement, and supports talent development and succession planning.

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What is performance planning and review?

Performance planning and review is a process used by organizations to set goals, provide feedback, and evaluate employee performance.

Who is required to file performance planning and review?

Employees and their supervisors are typically required to participate in the performance planning and review process.

How to fill out performance planning and review?

To fill out a performance planning and review form, employees and supervisors should discuss and document performance goals, accomplishments, strengths, areas for improvement, and development plans.

What is the purpose of performance planning and review?

The purpose of performance planning and review is to align individual performance with organizational goals, provide feedback for improvement, and support employee development.

What information must be reported on performance planning and review?

Performance planning and review forms typically include sections for goal setting, self-assessment, supervisor evaluation, feedback, and development plans.