WORK PLAN
Year: June 1-- New Cycle Begins August 20 - August 31 -- Quarterly Review (Optional) December -- Interim Review February 11 - February 22 -- Quarterly Review (Optional) May 29 -- Cycle Ends
Appraisal Period to
/ /
/ /
Employee's Name: Supervisor's Name:
Position: Position:
Date of Performance Planning Discussion:
Date
We have discussed and understand the Performance Expectations and Tracking Methods outlined in this work plan.
Employee's Signature Supervisor's Signature Manager's Signature
Interim Review Discussion:
Date
Performance Appraisal Discussion:
Date
WORK PLAN
Year: 2007 -- New Cycle Begins August 20 - August 31 -- Quarterly Review (Optional) December -- Interim Review February 11 - February 22 -- Quarterly Review (Optional) May 29 -- Cycle Ends
Appraisal Period to Employee's Name: Supervisor's Name:
/ /
/ /
Position: Position:
Date of Performance Planning Discussion:
Date
We have discussed and understand the Performance Expectations and Tracking Methods outlined in this work plan.
Employee's Signature Supervisor's Signature Manager's Signature
Interim Review Discussion:
Date
Performance Appraisal Discussion:
Date
PERFORMANCE MANAGEMENT WORK PLAN
Combined KRR Rating
Key Responsibilities / Results
(Priority Order)
Results Expectations
Tracking Source / Frequency
Actual Results and Comments
Rating
PERFORMANCE MANAGEMENT WORK PLAN
Combined Dimensions Rating
Dimensions -- Behaviors
(Priority Order)
Behavioral Expectations
Tracking Source / Frequency
Actual Behaviors and Comments
Rating
PERFORMANCE COMMENTS AND SUMMARY
Mid-Fall Quarterly Review (Optional) Supervisor's Initials: Date: Mid-Spring Quarterly Review (Optional) Supervisor's Initials: Date:
Interim Review
Interim Review -- Supervisor's Comments:
Development Plan
A Development Plan is a way to analyze an employee's strengths and weaknesses to determine actions which can maintain or improve job performance. Areas needing additional training, education, or resources/assistance are identified and addressed. A Development Plan should be completed following the INTERIM and/or FINAL review whenever there are opportunities for advancement or improvement, but must be completed if the performance is considered to be unsatisfactory or below good, or the employee is in probationary status. (Attach a Development Plan if applicable.)
Employee's Signature
Team Leader/Supervisor's Signature
Manager's Signature
Date
Date
Date
FINAL APPRAISAL
Combined KRR and Dimensions Combined KRR Rating Combined Dimensions Rating
SUMMARY RATING
Final Appraisal -- Supervisor's Comments:
Employee's Signature *
Team Leader/Supervisor's Signature
Manager's Signature
Date
Date
Date
* Appeal Rights: Employee's signature does not indicate agreement with the performance rating. Should you disagree with your overall performance rating, you may appeal such by notifying your supervisor in writing within 15 calendar days of the date signed above. See Employee Handbook for Dispute Resolution and Appeals process.
RATING DEFINITIONS *
O
OUTSTANDING PERFORMANCE Performance is far above the defined job expectations. The employee consistently does outstanding work, regularly going far beyond what is expected of employees in this job.
VG
VERY GOOD PERFORMANCE Performance meets the defined job expectations and in many instances, exceeds job expectations. The employee generally is doing a very good job.
G
GOOD PERFORMANCE Performance meets the defined job expectations. The employee generally performs according to the expectations doing a good job. The employee is doing the job at the level expected for employees in this position.
BG
BELOW GOOD PERFORMANCE Performance may meet some of the job expectations but does not fully meet the remainder. The employee generally is doing the job at a minimal level, and improvement is needed to fully meet the expectations.
U
UNSATISFACTORY PERFORMANCE Performance generally fails to meet the defined expectations or requires frequent, close supervision and/or the re-doing of work.
* Partial definition -- See Personnel Manual, Section 10, for complete definition.
INSTRUCTIONS for "KRR" and "DIMENSIONS" SHEETS
1. 2. Press ALT + ENTER twice to create a new paragraph in the cell. If you have a lot of space left on a page, adjust the bottom margin. Each page should be adjusted so that you have approximately the same amount of space at the bottom of each one. Adjust Bottom Margin: Click on Print Preview so you can see how much your bottom margin needs adjusting, then close that screen. Decrease Zoom to 75% to view the entire page(s). Bottom margin is indicated by a dotted line. Select the row with a dotted line and drag it down a little bit. Click on Print Preview again to see if you need to drag the margin up or down. If the line turns solid, you have gone too far, so drag the row back up a little bit until you get a dotted line. Continue this procedure until the last page. 4. 5. Delete any extra rows. Last Page - Adjust Bottom Margin: If the data on your last page ends just above the bottom margin (dotted line), select the last row with text in it and drag down to the dotted line. If the line turns solid, you have gone too far, so drag the row back up a little bit until you get a dotted line. The KRR and Dimensions sheets are formatted to type eight (8) KRR's and eight (8) Dimensions. If you add any new rows to the PEP, they must be formatted using the following steps. This formatting is mandatory for using the PEP form successfully. Format new rows: Select row and click on the following: Format Cells Alignment Vertical: Top (this puts text at the top of the cell) Wrap Text (this automatically wraps text so you don't have to "enter" to go to the next line) Format, Row, AutoFit (row will automatically adjust to fit text in cell) Format, Font, Arial, Regular, 10 (font size for document is Arial, 10 point) Format, Cells, Border, Outline, Inside (this puts a border around the row) Format, Row, Height, 12.75
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