Note:   Performance Planning may take several communication meetings or e-mails or phone calls. These tips below are stricly guidelines on how you can have a productive performance planning meeting. Much of the work will have already been done with a dialogue back and forth with the employee, noting:

• How the employee's job duties relate to employee's SMART objectives and how they are aligned with supervisor's objectives
• Competencies used to focus the Employee Development Plan

At the meeting

 Discuss performance objectives

• Discuss responsibilities/priorities in the coming year
• Discuss weighting of performance objectives
• Discuss possible resources needed to effectively achieve performance objectives
• Discuss possible barriers to achievement of performance objectives
• Actively Listen
• Clarify and address concerns and questions
• Agree on performance objectives and weightings

 Discuss development

• Review competency assessment
• Discuss weighting of development objectives
• Discuss possible resources needed to effectively achieve development objectives
• Discuss possible barriers to achievement of development objectives
• Actively Listen
• Clarify and address concerns and questions
• Discuss career interests
• Agree on development objectives and weightings

Schedule the Mid-Year Progress Review