Meaning of Performance Planning:

Performance planning is the first step of performance management.

Performance planning is the process of determining what and how a job
is to be done in such a manner that both the employee and his superior
understand what is expected from the employee and how success is
defined and measured.

Performance planning for an employee flows from organizational or

unit objectives and is undertaken jointly by the employee and his
superior.

Performance planning process

1. Performance planning
2. Performance monitoring
3. Development plans
4. Performance rating
5. Rewards and feedback
Performance Planning Steps
1. Identify any underlying issues. Before you start to put the plan
together, make sure you are fully aware of any issues which may
be behind poor performance. ...
2. Involve the employee. ...
3. Set clear objectives. ...
4. Agree training and support. ...
5. Review progress regularly.
Performance agreements
Performance agreements are likely to vary in title and structure from
agency to agency. They are developed collaboratively between the
employee and their manager, and are used to record the performance
objectives for the upcoming period and results of the formal
performance review.
Performance Evaluation and Planning
Performance Evaluation and Planning is a key process. Its purpose is to
ensure employees receive candid performance information for the year
and clear goals and development plans for the coming year. Evaluations
will be used in making pay increase decisions and other personnel
decisions. This web site provides managers and supervisors with
guidelines for the annual process and instructions for completion of the
Performance Evaluation and Planning Form.
The PEP form has two sections on two pages with expandable text
sections.
Section One: Evaluation of Past Year
Section Two: Planning for Coming Year
Section 1: Evaluation of Performance for Past Year.
1A: Role Responsibilities
Responsibilities are based on what is included in the job description and
other duties as assigned
The evaluation is based on the extent to which the employee
satisfactorily performed the regular duties of the job
1B: Individual Goals
Individual goals should be based on, and linked to, the needs and
direction of the department.
Goals are established and agreed upon by manager and employee at the
beginning of the performance year and should be expressed as
measurable actions and results
The evaluation is based on the level of achievement of goals
1C: Behaviors
Behaviors are the "how" an individual acted in performing
responsibilities and achieving goals. Behaviors:
Measure and focus on how the work gets done, not just what gets done
Includes, but not limited to, the behaviors listed in the Duke Values
1D: Overall Evaluation
Provides an overall evaluation of how an individual performed based on
the results of his/her role responsibilities, individual goals and
behaviors. The overall evaluation should be:
Supported by the appropriate documentation or comments
Reviewed with the employee after approval of the managers manager
Section 2: Planning for the Coming Year
2A: Goals for Coming Year
This section lists the category of goals for the individual and a
description of the goal and measures or targets.
Goals may be activities to complete that are outside the regular job
responsibilities, i.e. complete a special project
Goals may also be specific measurable targets (i.e., achieve a percentage
reduction in budget, or improve quality by a certain amount)
2B: Development Plan
Identifies the skill or behavior improvement areas and individual needs
to perform in their current job or prepare for a future job. The
development plan:
Is established and agreed upon by manager and employee at the end of
the performance year
Describes the development needed and how the individual will develop
(i.e., through training, special assignment, coaching, practice, etc.)
A list of possible activities can be found at Suggested Professional
Development Activities
A performance appraisal is a regular review of an employee's job
performance and overall contribution to a company. Also known as an
"annual review," "performance review or evaluation," or "employee
appraisal," a performance appraisal evaluates an employee's skills,
achievements and growth, or lack thereof.