Pep performance planning

Developing
Sustainable
Futures

Performance
Planning
2008-2009

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Performance Planning
2008-2009


Agenda
1. What is Performance Planning?
2. Why Performance Planning?
3. The Discussion
3.1 As an Employee
3.2 As a Superior
4. Don’t Forget
4.1 Tips
4.2 Be S.M.A.R.T
5. Process Flow
5.1 For Employee
5.2 For Superior
6. Contact Information


What is Performance Planning?

“Lets people know what is expected of them”

A dialogue between Superior and Employee to establish

specific performance expectations

clear,
for

job

duties, goals/work priorities, and development plans at the beginning of
the performance cycle.

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Why Performance Planning?
• Align job expectations

with overall strategic plans, department

goals, and position description

• Establish and agree upon

performance expectations and goals

• Plan for employee development actions for the year
• Clarify on what the employee will be evaluated
• Set the stage for
throughout the year

ongoing feedback and coaching

• Create a partnership

based on two-way communication

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The Discussion

• The performance planning discussion sets the stage for a
year’s worth of effort on the part of the employee.

• It is crucial that it establishes expectations for a standard
of performance and is the foundation upon which the rest
of performance management lies.

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The Discussion : As an Employee
• Understand the organisation’s goals and your role in achieving
them
• Think about how you contribute to your superior’s results
expectations
• Review and update the results expectations from the prior
performance cycle that support your role and draft new results
expectations
• Identify Leadership Quality expectations that are most important to
achieving your results expectations
• Think about your development needs

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The Discussion : As a Superior

• Review the organisation’s role and strategy
• Identify which of your own results expectations should be divided
up and delegated
• Clarify your employee’s roles and anticipate the results
expectations they need to set in order to fulfill their roles
• Review the Leadership Quality expectations that apply to your
employees’ roles
• Review any development plans currently in place

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Don’t Forget

• Set in advance the date, time, & location for your performance
planning discussion
• Allow enough time to gather and review necessary information
such as; past performance reviews; feedbacks from
customers/colleagues, and any other relevant information.
• Maintain a positive, open atmosphere.
• Be ready to discuss previous goals, strength and weaknesses.

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When Writing KPIS…be S.M.A.R.T !

Specific

Provide clarity and focus to a specific goal
(ie.5 Whs + How)

Measurable

Establish concrete criteria for measuring
progress toward each set goal. When you
measure your progress, you stay on track

Achievable

Goals are challenging but attainable

Relevant

Goals are applicable to your job and the direction
of the organisation

Time-Orientated

Goals have a specific time-frame / time-line in
which to be accomplished

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Process Flow for Employee

Log on to the online system at:
/>
Set up Functional Role & KPI
Weightage. Then click [Save].

Select Self from Employee
dropdown list and the current
Financial Year 2008/2009.

Verify Employee Information.

(Click on [Legend] for weightage guidelines.)

Add any notes/remarks using
Scratch Pad. Click [Save].

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Process Flow for Employee
(cont.)

Select Performance Planning page.

Scroll down to Performance
Planning – KPI Weightages.

Add/Edit/Delete KPI’s. Fill in all
necessary boxes. Click [Save].

Scroll down to Performance
Planning – Leadership Qualities.

Add/Edit/Delete LQs,
then click [Save].

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Process Flow for Superior

Log on to the online system at:
/>
Add any notes/remarks using
Scratch Pad. Click [Save].

Click [Expand] to select relevant
subordinate from Employee dropdown list.
Select current Financial Year 2008/2009.

Verify your employee’s Employee
Information and Setup.

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Process Flow for Superior
(cont.)
Select Performance Planning page.

Review all KPIs and LQs keyed in by
your Employee.

Once all items are checked and
agreed, click [Confirm].

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Contact Information
Please contact your HR representatives for further info.
We are here to assist you!

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Thank you

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