PERFORMANCE MANAGEMENT - EVALUATION GUIDELINES
PERFORMANCE DIALOGUE PLAN
For staff members from the Management group
Form Version 1.2
|Employee’s Name: |Date: |
|Position: |Department / Unit: |
|Immediate Supervisor's Name: |
|Reference Period: |
| |
|OBJECTIVES: |
|(For examples of SMART Objectives (Specific Measurable Agreed-on Realistic Timed) visit HR website under: |
|) |
|Note: Objectives can be reviewed and adjusted during the reference period following an agreement between the staff member and the immediate supervisor. |
|Unit Objectives: |
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|Employee objectives (on-going and special projects) |
| |
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| |
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|Career aspirations and associated development |
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PERFORMANCE DIALOGUE PLAN
For staff members from the Management group
|TRAINING & DEVELOPMENT |
| |
|In determining developmental needs for the coming year, please consider the employee's current level of competence |
|(Soft skills and technical knowhow), the role profile and the evolving needs of the unit. |
|TECHNICAL & FUNCTIONAL SKILLS / COMPETENCIES FOR DEVELOPMENT |TRAINING & DEVELOPMENTAL STRATEGIES / ACTIVITIES |
| | |
|Refer to Competency Directory and technical skills requirements& last | |
|Performance Appraisal | |
| |Training/Workshops |Specific Readings |
| |Program (e.g. LDP) |Conference |
| |Systematic Feedback |Job Assignment |
| |Job Shadowing | |
|1 | | |
|2 | | |
|3 | | |
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|Employee’s Name: | |Signature: | |Date: |
| | | | | |
|Immediate Supervisor's Name: | |Signature: | |Date: |
| | | | | |
|Supervisor’s Manager’s Name: | |Signature: | |Date: |
The supervisor, the staff member, and the senior manager may want to add comments which will be attached to this form following appropriate discussion.
February 16, 2011 PERFORMANCE DIALOGUE FORM
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