Employee Performance Management - Revision history

Sam: /* Review Process */

2024-03-12T18:21:03Z

Review Process

Sam at 20:02, 29 February 2024

2024-02-29T20:02:35Z

Sam: /* Benefits */

2024-02-29T19:56:39Z

Benefits

Sam: /* Disciplinary Reports */

2024-02-29T19:56:04Z

Disciplinary Reports

Sam: /* Employee Performance Management */

2024-02-29T19:55:16Z

Employee Performance Management

Sam: /* Frequency */

2024-02-29T19:50:10Z

Frequency

Sam: /* Frequency */

2024-02-29T19:49:53Z

Frequency

Sam: /* Review Process */

2024-02-29T19:48:04Z

Review Process

Sam: /* Review Process */

2024-02-29T19:47:30Z

Review Process

Sam: Created page with " ==Employee Performance Management== This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization. ===Frequency=..."

2024-02-29T19:46:13Z

Created page with " ==Employee Performance Management== This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization. ===Frequency=..."

New page

==Employee Performance Management==
This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.

===Frequency===
*Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.
*Disciplinary reports can be made at any time during the year when

===Review Process===
#Meeting: The manager schedules a meeting with the employee to discuss the review.
#Review and Evaluation:
*The manager completes the employee evaluation form.
*Performance and disciplinary records are reviewed.
#Employee Input:
*The employee is invited to share their thoughts on their performance and goals.
*Opportunities for taking on additional or different responsibilities are explored.
#Recommendations:
The manager makes recommendations for the employee's:
*Performance rating
*Development goals
*Potential for promotion or salary increase
#Submission:
The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.
#Approval:
All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.

===Additional Notes===
Open communication and constructive feedback are encouraged throughout the process.
This is a general overview of the process. Specific details and forms may vary depending on the department or role.
* [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
* [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report]

===Benefits===
*Improved employee performance and development
*Increased engagement and motivation
*Fair and transparent decision-making
*Alignment with individual and organizational goals

@@ Line 27: / Line 27: @@
 . Approval:
-All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.
+All recommendations for promotions or salary increases require approval from the executive management before being communicated or implemented.
 ====Additional Notes====

@@ Line 1: / Line 1: @@
 ==Employee Performance Management==
@@ Line 49: / Line 51: @@
 *Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
 *Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

@@ Line 44: / Line 44: @@
 *Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.
-====Benefits====
+====Purpose of a Disciplinary Warning Report====
 *Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
 *Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
 *Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
 *Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

@@ Line 44: / Line 44: @@
 *Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.
-Benefits:
+====Benefits====
 *Documentation: It creates a formal record of the incident, which can be used for future reference, such as in the case of progressive discipline or potential termination.
 *Accountability: It holds the employee accountable for their actions and demonstrates the company's seriousness in maintaining workplace standards.
 *Corrective Action: It serves as a starting point for addressing the issue and potentially implementing corrective measures, such as training, coaching, or performance improvement plans.
 *Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment.

@@ Line 10: / Line 10: @@
 . Meeting: The manager schedules a meeting with the employee to discuss the review.
-. Review and Evaluation:
+. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.
-. Employee Input:
+. Employee Input: The employee is invited to share their thoughts on their performance and goals. Opportunities for taking on additional or different responsibilities are explored.
 . Recommendations:

@@ Line 1: / Line 1: @@
 ==Employee Performance Management==
 This wiki page outlines the process for conducting employee performance reviews and appraisals within the PHR organization.
-===Frequency===
+====Frequency====
 *Annual reviews occur on a rolling basis on the anniversary of each employee's hiring date. Managers are reminded of upcoming reviews through Google Calendar notifications.
-===Review Process===
+====Review Process====
 . Meeting: The manager schedules a meeting with the employee to discuss the review.
@@ Line 25: / Line 27: @@
 All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.
-===Additional Notes===
+====Additional Notes====
 Open communication and constructive feedback are encouraged throughout the process.
 This is a general overview of the process. Specific details and forms may vary depending on the department or role.
 * [https://docs.google.com/document/d/1P2zxGY2TM98BwOo0X_I6BDd93hbzQiKA/edit?usp=drive_link&ouid=105752061030281958258&rtpof=true&sd=true General Employee Evaluation Form]
 * [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Field Employee Evaluation Form]
-===Benefits===
+===Disciplinary Reports===
-*Improved employee performance and development
-*Increased engagement and motivation
+Before filing a [https://drive.google.com/file/d/1AaCwdfh8kfM9c3t2ZS5Wmk8PJfZ8cF4n/view?usp=drive_link Disciplinary Warning Report], managers should typically follow established procedures, which may involve attempting informal interventions or warnings first, depending on the severity of the issue.
-*Fair and transparent decision-making
-*Alignment with individual and organizational goals
+There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:

@@ Line 8: / Line 8: @@
 ===Review Process===
-#Meeting: The manager schedules a meeting with the employee to discuss the review.
+. Meeting: The manager schedules a meeting with the employee to discuss the review.
-#Review and Evaluation:
 *The manager completes the employee evaluation form.
 *Performance and disciplinary records are reviewed.
-#Employee Input:
 *The employee is invited to share their thoughts on their performance and goals.
 *Opportunities for taking on additional or different responsibilities are explored.
-#Recommendations:
 The manager makes recommendations for the employee's:
 *Performance rating
 *Development goals
 *Potential for promotion or salary increase
-#Submission:
 The manager then submits the evaluation report and recommendations to the admin team. Admin team will bring the report to the senior management's notice and add the report/ recommendations to the Employee Personnel file.
-#Approval:
 All recommendations for promotions or salary increases require approval from the senior management before being communicated or implemented.