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: |

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|OBJECTIVES: |

|(For examples of SMART Objectives (Specific Measurable Agreed-on Realistic Timed) visit HR website under: |

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|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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|Career aspirations and associated development |

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PERFORMANCE DIALOGUE PLAN

For staff members from the Management group

|TRAINING & DEVELOPMENT |

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|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 |

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|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 | |

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|Employee’s Name: | |Signature: | |Date: |

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|Immediate Supervisor's Name: | |Signature: | |Date: |

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|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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