Performance Improvement Plan

There is a purpose for each of the preliminary steps taken prior to implementing a performance management system. They will ensure the employees are aware of the process and managers who rate employees understand why, how, and to do so properly (Aguinis, 2013). The communication plan goal is to be proactive in addressing employees concerns about the system and inform employees how the system will help the organization as well as themselves achieve their goals. The communication plan also will outline the time for the process and everything that will take place prior to the process being implemented as well as what to expect once it is in place. In the communication plan it will be the first time that employees will hear about this new process;

Within the Estates Office and around the University, there are numerous people who have spent their whole or at least a majority of their careers within the University and are adverse to change, this can make them difficult to performance manage as they know the system and have a least a perceived advantage of knowledge over the newer members of staff. The Estates office has a perceived, if not an actual issue, with the performance management of some staff, this in turn creates more individual issues especially around Performance Development Review (PDR) when certain members of staff have lost all faith in the review and the outcomes of these reviews. This all relates back to team performance being managed and feedback being given in the correct manner.

• Employer or manager: Make sure all members of staff are aware of their own responsibilities work to the agreed ways of working. Correct and working equipment is available.

Some advantages of the self-administered survey are: Low cost. Extensive training is not required to administer the survey. Processing and analysis are usually simpler and cheaper than for other methods. The reduction in bias error. The questionnaire reduces the bias that might result from personal characteristics of interviewers and/or their interviewing skills. Greater anonymity, absence of an interviewer provides greater anonymity for the respondent. This is especially helpful when the survey deals with sensitive issues such as questions about involvement in a gang, because respondents are more likely to respond to sensitive questions when they are not face to face with an interviewer.

According to my company budget termination will be not good idea, instead I give her another opportunity over cope her problems and being part of our company so many years. As supervisor I would recommended her best treatment for her problem and work with her. The disadvantage it would create if she has terminated the company would have look for somebody else in place and it will

Provide the employee with the opportunity to explain and clarify causes of not meeting performance expectations,

employee leaves the company, it is up to the employer to determine whether or not

PeM-07. Demonstrate a working knowledge of recommended practices for the documentation and remediation of unsatisfactory employee performance.

This will allow the employee to provide guidance to the employee if they are not meeting expectations, reassure employees that are meeting expectations, and modify goals for employees that are exceeding expectations. The documentation from the bi-weekly coaching sessions, peer reviews, and quality inspections will be used to evaluate the employee at that time. This documentation will allow the supervisor to provide accurate feedback and give employees timely information.

There are many ways to implement a performance based plan but all require that goals be set,

There are several variations to the performance improvement process with most following a version of the PDCA cycle: plan, do, check, act. The "plan" identifies the nature of the problem, obtains the resources to resolve it and determins the best way to implement any change required. The "do" is the actual changing of an existing process. The "check" uses key performance indicators to measure and ensure that the new process is performing as expected. The "act" brings deviations to the change to make the underlying process as efficient as possible.

In the course of our lifetime our employers need to understand that sometimes an employee may not perform to the best of their ability due to outside influences. They should empathize with the employee and try to come up with a solution that fits everyone's needs.

During the probationary period if the employee isn’t meeting the expectations then the employee could be subject to termination.

employee. This is part of day to day management and is intended to ensure that

In cases of unsatisfactory performance, an employee will be given an ‘improvement note’ setting out: