Impacts of Communication on Employees' Performance
Employee Performance Communication System
Mid-Term Progress Review and
Performance Plan Updates
2006
TABLE OF CONTENTS
Employee Performance Communication System 3 Introduction 3 Important Dates 3 Reporting Requirements 4 Preparation 4 Changing the Performance Plan 5 Supervisory Plan Update 5 Results and Measures 5 Specific and Measurable 6 Attainable (Yet Challenging) 8 Results-Oriented 8 Timeframes 9 Absolute Standards 9 Effecting Changes 10 Preparing Talking Points 10 The Progress Review Meeting 10 Documenting the Progress Review was Held 11 For More Information 11
Employee Performance Communication System
Mid-Term Progress Review and
Performance Plan Updates
Introduction
It’s time for supervisors and managers to give mid-term, performance feedback! This is the time to let your employees know what they have been doing well and should continue doing and in what ways performance may be improved or enhanced. A written narrative is not required for issuance to the employee except when performance is deficient.
Remember, one progress review at approximately mid-point in the performance appraisal cycle is required, however, to have well-developed performers, you must engage them on a regular basis.
Important Dates
(Note Reporting Requirements)
The mid-point for the May 2006-April 2007 performance appraisal cycle is October-November. Please complete your progress reviews by November 30. If you established the performance appraisal at a later date, calculate the dates representing the mid-point in the performance period. For example, you issued a performance plan on August 1, 2006, for the appraisal period ending April 30, 2007. The mid-point will be approximately mid-December through mid-January and the performance progress review should be completed not later than mid-February. Is it okay to conduct the mid-cycle progress review sooner than the end of the mid-point? Yes,
Mid-Term Progress Review and
Performance Plan Updates
2006
TABLE OF CONTENTS
Employee Performance Communication System 3 Introduction 3 Important Dates 3 Reporting Requirements 4 Preparation 4 Changing the Performance Plan 5 Supervisory Plan Update 5 Results and Measures 5 Specific and Measurable 6 Attainable (Yet Challenging) 8 Results-Oriented 8 Timeframes 9 Absolute Standards 9 Effecting Changes 10 Preparing Talking Points 10 The Progress Review Meeting 10 Documenting the Progress Review was Held 11 For More Information 11
Employee Performance Communication System
Mid-Term Progress Review and
Performance Plan Updates
Introduction
It’s time for supervisors and managers to give mid-term, performance feedback! This is the time to let your employees know what they have been doing well and should continue doing and in what ways performance may be improved or enhanced. A written narrative is not required for issuance to the employee except when performance is deficient.
Remember, one progress review at approximately mid-point in the performance appraisal cycle is required, however, to have well-developed performers, you must engage them on a regular basis.
Important Dates
(Note Reporting Requirements)
The mid-point for the May 2006-April 2007 performance appraisal cycle is October-November. Please complete your progress reviews by November 30. If you established the performance appraisal at a later date, calculate the dates representing the mid-point in the performance period. For example, you issued a performance plan on August 1, 2006, for the appraisal period ending April 30, 2007. The mid-point will be approximately mid-December through mid-January and the performance progress review should be completed not later than mid-February. Is it okay to conduct the mid-cycle progress review sooner than the end of the mid-point? Yes,