Responsibilities for Performance Planning

Both employee and manager are responsible for performance planning.

1. Manager’s Responsibilities: The manager has six primary responsibilities. Four of them before the meeting with the individual, the other two during the meeting:

  1. Before the Meeting: It includes:
    1. Reviewing the organization’s mission statement, or vision and values, and one’s own department’s goals.
    2. Reading the individual’s job description. Thinking about the goals and objectives the person needs to achieve in the upcoming appraisal period.
    3. Identifying the most important competencies that the manager expects the individual to demonstrate in performing the job.
    4. Determining what the manager considers to be fully successful performance in each area.
  2. During the Meeting: It includes:
    1. Discussing and coming to an agreement with the individual on the most important competencies, key position responsibilities, and goals.
    2. Discussing and coming to an agreement on individual personal development plans.

2. Employee’s Responsibilities: While the manager has six important responsibilities in the planning phase of performance management, the individual actually has seven.

Again, most of the responsibilities involve activities that happen before the actual meeting:

  1. Before the Meeting: It includes:
    1. Reviewing the organization’s mission statement and their own department’s goals.
    2. Reviewing job description and determining critical responsibilities.
    3. Thinking about the job and identifying the most important goals they feel they should accomplish in the upcoming appraisal period.
    4. Thinking about what they consider to be fully successful performance in each area.
  2. During the Meeting: It includes:
    1. Discussing and coming to an agreement with their appraiser on n the most important competencies for their job, key position responsibilities, and goals.
    2. Discussing and coming to an agreement on their personal development plans.
    3. Making full notes on a working copy of the performance appraisal form, keeping the original of the form, and giving a copy to the appraiser.

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