Difference between revisions of "Employee Performance Management"
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==Employee Performance Management== | ==Employee Performance Management== | ||
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| − | All recommendations for promotions or salary increases require approval from the | + | All recommendations for promotions or salary increases require approval from the executive management before being communicated or implemented. |
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*Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities. | *Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities. | ||
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*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. | *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. | *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. | *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. | *Deterrence: It discourages similar behavior from the employee and serves as a deterrent to others, promoting a safe and productive work environment. | ||
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Latest revision as of 18:21, 12 March 2024
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Employee Performance Management
Employee Performance Reviews
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.
Review Process
1. Meeting: The manager schedules a meeting with the employee to discuss the review.
2. Review and Evaluation: The manager completes the employee evaluation form. Performance and disciplinary records are reviewed.
3. 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.
4. Recommendations: The manager makes recommendations for the employee's:
- Performance rating
- Development goals
- Potential for promotion or salary increase
5. 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.
6. Approval: All recommendations for promotions or salary increases require approval from the executive 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.
Disciplinary Reports
Before filing a 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.
There are several reasons why someone, typically a manager or supervisor, might file a disciplinary report on an employee. Here are some common reasons:
- Performance Issues: This could include failure to meet expectations, inconsistent work quality, or missing deadlines.
- Misconduct: Examples include violating company policies, displaying unprofessional behavior, or engaging in inappropriate workplace conduct (e.g., harassment, discrimination).
- Safety Violations: Failing to follow safety protocols, putting themselves or others at risk on the job.
- Attendance Issues: Consistent tardiness, absenteeism, or unauthorized leave.
- Substandard Work Ethic: This might entail laziness, a lack of commitment, or neglecting responsibilities.
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.
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