In this chapter, you will learn about the following:

1. Identify common objectives of workplace team, responsibilities and required outcome(s)

2. Use performance plans to establish expected outcomes, goals, and behaviours for individual team members in accordance with team objective and relevant policies

3. Select appropriate strategies to ensure team members are accountable for their roles and responsibilities

 

4. Plan for contingencies that could impact the team.

Performance planning has four primary objectives:
•  To communicate basic responsibilities to individuals
•  To remove ambiguity in the goals that are outlined to be achieved
•  To identify and develop the individual’s competencies to perform work tasks
•  To develop an appropriate career and performance development plan for the individual.

 

Writing a performance plan
Here are some general steps that can guide you when writing a performance plan for your employees:
1. Identify any performance issues that need improvement

The main reason performance plans are written is that there is an obvious workplace issue with the employee. These issues may be performance-based, behaviour-based or a combination of both types of issues. When designing a performance plan for a specific employee, the correct issue must be identified.

2. Communicate the expected level of behaviour and performance
Explaining the performance or behavioural expectations to the employee is equally as important as identifying performance issues. 

3. Provide effective suggestions for improvement
Once the expectations have been established, you should go a step further and provide resources and suggestions for improvement. Some examples of resources may be additional training, informational resources and manuals.