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Preparing for the Performance Planning Meeting

Step One: Obtain and Review the Appropriate Materials

• Performance Management Resource Guide
• Entity and Department Balanced Scorecards
• Staff Member's Job Description
• Expected Job Results Template
• Performance Planning and Review form

Step Two: Prepare for Performance Planning 

• Review entity and department balanced scorecards and strategies: 
  • Obtain documents. 
  • Review and clarify with Next Level Supervisor and others as appropriate. 
• Inform Staff Member of upcoming Performance Planning Session: 
  • Describe and discuss the overall performance management process. 
  • Review performance forms with Staff Member. 
  • Describe objectives of performance planning session. 
  • Provide background information and related materials as available and appropriate. 
• Schedule Performance Planning Session: 
  • Encourage Staff Member to "rough draft" a few important Expected Job Results and Behaviors or list job responsibilities. 
  • Allow Staff Member at least one week to prepare and plan. 
• Prepare preliminary drafts of Staff Member Expected Job Results and Behaviors and review job description.

Step Three: Conduct Performance Planning Session 

• Confirm Staff Member's understanding of the performance management process. 
• Review balanced scorecards and strategies: 
  • Seek consensus on departmental goals and strategies. 
• Discuss Staff Member role and job responsibilities: 
• Review job description and confirm job purposes. 
• Discuss relationship between job and department goals and strategies.
  • Review job description for clarity and agreement
  • Establish Expected Job Results and Behaviors by sharing preliminary draft and discussing areas of disagreement or need for clarification. 
  • Record defined Expected Job Results and Behaviors. 
  • Determine resources and skills required to complete the Professional Development Plan. 
• Distribute copies of the Performance Planning and Review form: 
  • Copy to Staff Member. 
  • Supervisor retains original.

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