2941545
Descripción
Mapa Mental por PhilandTracy Sayers, actualizado hace más de 1 año
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Creado por PhilandTracy Sayers
hace alrededor de 9 años
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Performance Management process
- Private 2-way conversation,
point out shortcomings in
conduct/performance and
encourage comment and
improvement. Constructive
criticism - find ways to improve.
Allowed support person
- LISTEN to employee view of issue.
May be no problem afterall
- Be careful informal discussion doesn't
become formal disciplinary action as may
unintentionally deny employee rights (eg
representation)
- Where possible, reach agreement on
way forward (including times)
- Send employee letter
(record of discussion)
- Follow up meeting to assess progress
- Consider wellness service
referral appropriate
- If no improvement, discuss with
HRM if a more formal meeting is
appropriate
- Performance Meeting
- Before meeting
- ID min standards of
performance and how
employee short of
standards (focus
discussion on this)
- Invite employee
to performance
meeting by letter
- Set up
performance
mgt file
- Discuss with HRM consider
performance options
- Prepare checklist of items
- If organisational support
necessary obtain details
- ID min standards of
performance and how
employee short of
standards (focus
discussion on this)
- During the meeting
- Intro (reason for meeting
and agenda)
- Provide info of failure to
perform
(examples/documents)
- Provide opportunity to
respond and clarify issues
- Problem solve if PIP reqd
- Records of meeting kept
(copy to all)
- Intro (reason for meeting
and agenda)
- Performance Improvement Plan to include
- Specific
performances and
specificed aim
- Min accept standard
relation to job, C/Conduct,
etc
- Remedial steps
reqd and times
- Support and resources
available (target date)
- Feedback system
- Review periods (who and how
often) and specify measures
- Proposed meeting dates
- Start date for PIP
- Consequences of
not meeting
standards
- Dated and signed by both parties
- Specific
performances and
specificed aim
- Completion of PIP
- Performance evaulated
- If meets standards, PIP discontinued and
end date recorded and letter sent recording end
- If fails, PIP may be reviewed. Possible for
disciplinary process/meeting HRM must be
involved
- If meets standards, PIP discontinued and
end date recorded and letter sent recording end
- Performance evaulated
- Before meeting
- Performance Meeting
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