Summary C235 Task 2 Performance Management FINAL .docx.docx

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Performance Management Plan Template A1. Importance of Employee Expectations Performance elevations can be time consuming and stressful for the employee and supervisor, although with assistance from... the Learning and Development department, those anxieties can be elevated with some basic training skills that will show the benefits of the performance elevation, through reduced departmental conflicts, building relationships with subordinates and superiors, increased productivity and success within the organization. The continued success of the department is important to the organization, as it creates opportunities that can lead to promotions and growth. A2. Process of Setting Employee Expectations In order, for a performance elevation to be successful. The supervisor should follow, the 3 steps in the Performance Management cycle, the first step is to Establish clear goals within John’s daily duties that define the expectations. The goals will need to be S.M.A.R.T, attainable and agreed upon by John and his manager. After the goals have been established the supervisor will need to provide productive feedback and coaching that align with the mission and strategy of the organization. Finally, the supervisor will need to conduct a performance review evaluation with the subordinate. B1. Areas of Improvement Foremost John will need to improve his performance in the following areas. John will need to reduce his absenteeism, he will need to work diligently to meet federal and state deadlines, in processing quarterly tax payments. As a department manager John will need to distribute work evenly as to not show favoritism within his department. All department goals need to align to meet business objectives as it coincides with his duties. John’s work submission has shown some errors that needed corrections. In the future, John will need to review the details of his work, prior to submission. John’s work and desk space have shown disorganized, which has led to disorganization within his department and work submission. B2. Steps for Areas of Improvement John will need to attend a time management course, that will show him how to prioritize, plan and organize his daily schedule to meet quarterly deadlines. John will rearrange his work schedule to accommodate deadlines and prioritize task. John will need to assign larger assignments to subordinates, by breaking down the assignment into more manageable task for each employee. John will do this by establishing a consistent channel of communication with his superiors and working with them to accomplish task. B3. Evaluation of Progress John will need to email his immediate supervisor every Friday, with a list of his completed assignments. Any assignments that have been assigned to subordinates will need to be XWT1: Training PlanTraining Plan included in the email with the task and who it was assigned too. This will ensure that John is meeting targeted goals, responsibilities and quarterly deadlines, by freeing up his day to address more pressing task. If John begins to feel overwhelmed or that he is getting be hide on his assignments, John will need to reach out to his immediate supervisor; so that John and him can work together to complete the required assignments. B4. Behaviors that Demonstrate Success Success will be shown with the inauguration of the time management tools that John learned in his previous course. John’s supervisor will see the incorporation of his new tools, by the completion of John’s work, improved quality and detail in what John submits to superiors. John’s supervisor will see his dedication and commitment when John comes into work on time and works his full shift. John will show his productivity by how he manages his time, how organized his desk area and work are presented. A revaluation will need to be completed of how John assigns tasks to subordinates for even distribution of workloads. John will need to align his department to meet business objectives as it coincides with his duties. B5. Consequences for Noncompliance A failure to comply with the performance changes in meeting State and Federal tax deadlines, providing detailed, organized work and evenly distributed work throughout the team will result in a Progressive discipline steps. The first discipline approach will be a verbal warning, second discipline approach will be a written warning, the third discipline approach would be a 2-day suspension without pay, the fourth attempt would be a demotion within the department. After the fifth failed attempt an immediate termination would be executed. If partial compliance is achieved than positive reinforcement will be awarded by initiating Total Rewards points, that can be used towards days off, gift cards or merchandise. Supervisors can award up too 300 points per improved task. B6. Final Meeting Since John has met with his supervisor and the human resource manager, John has continued to meet with his supervisor every other week to determine his assigned task and how to stay on target. During, these meetings John has shown continuous improvement and the supervisor meetings have been extended to once a month. With continued success, the meetings will extend to every other month. John has made tremendous progress and has continued to add time management to his daily schedule. He has displayed this, by properly submitting the first quarterly State and Federal tax payment on time. John’s work has been precise, organized, and detailed. John’s supervisor is very impressed with John’s progress and looks forward to his growth within the company and the department. To keep John’s success moving forward; John will continue to meet with his supervisor and implement his newly attained time management skills. John will keep an ongoing meeting every 3 months for the remainder of the year. At the end of the year another evaluation will be completed with the supervisor and human resource manager Throughout the remainder of the year, John will attend training courses to expand his organization skills and supervisory knowledge. This will ensure change within the environment and provide a continuous opportunity for communication with John. At the conclusion of the meeting John, John’s supervisor and the human resource manager will all sign a agreement of understanding. Citied: [Show More]

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