The Performance Plan & Evaluation Form serves as a critical tool in employee performance management, designed to comply with United States employment laws and best practices. This document is typically implemented during annual or semi-annual review cycles, or at the commencement of new roles or significant responsibility changes. It encompasses both prospective goal-setting and retrospective performance assessment, ensuring clear communication of expectations and fair evaluation criteria. The form supports documentation requirements under various federal regulations, including EEOC guidelines and the Civil Rights Act, while providing a structured framework for performance documentation, professional development planning, and merit-based employment decisions.
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1. Employee Information: Basic details including employee name, ID, position, department, and reporting manager
2. Review Period: Specific time period covered by the performance plan and evaluation
3. Position Overview: Brief description of the role, its primary responsibilities, and its place in the organization
4. Performance Objectives: Specific, measurable, achievable, relevant, and time-bound (SMART) goals for the review period
5. Core Competencies: Essential skills, behaviors, and attributes required for the role
6. Performance Metrics: Quantifiable measures used to assess achievement of objectives
7. Rating Scale: Definition of the performance rating system (e.g., 1-5 scale with descriptions)
8. Overall Performance Assessment: Summary evaluation section combining all performance elements
9. Development Plan: Identified areas for improvement and specific action steps
10. Acknowledgment: Signatures of employee, supervisor, and HR representative, with dates
1. Peer Review Input: Section for incorporating feedback from colleagues and team members, useful for collaborative roles
2. Project-Specific Achievements: Detailed section for roles where project work is a significant component
3. Client/Customer Feedback: For customer-facing roles, including relevant feedback and metrics
4. Leadership Assessment: For management positions, evaluating leadership capabilities and team development
5. Innovation and Initiative: For roles where creativity and self-direction are key expectations
6. Technical Skills Assessment: Detailed evaluation of specific technical competencies for specialized roles
7. Safety and Compliance: For roles in regulated industries or with significant safety requirements
8. Remote Work Performance: For employees working remotely, addressing specific remote work considerations
1. Schedule A - Job Description: Detailed current job description and key responsibilities
2. Schedule B - Competency Framework: Detailed descriptions of each core competency and their assessment criteria
3. Schedule C - Goal Setting Worksheet: Template for developing and tracking SMART goals
4. Schedule D - Development Resources: List of available training, development programs, and resources
5. Schedule E - Performance Improvement Plan Template: Standard template for addressing performance gaps
6. Appendix 1 - Rating Guidelines: Detailed explanations and examples for each rating level
7. Appendix 2 - Common Performance Metrics: Standard metrics and KPIs for the role category
8. Appendix 3 - Review Timeline: Annual schedule of performance review activities and deadlines
Relevant legal definitions
Performance Period
Review Cycle
Performance Standards
Core Competencies
Key Performance Indicators (KPIs)
SMART Goals
Performance Rating
Performance Metrics
Development Plan
Performance Improvement Plan (PIP)
Evaluation Criteria
Meets Expectations
Exceeds Expectations
Below Expectations
Professional Development
Objectives
Competency Framework
Performance Assessment
Career Progression
Peer Review
Self-Assessment
Rating Scale
Performance Benchmarks
Evaluation Period
Reviewer
Reviewee
Direct Supervisor
Development Opportunities
Performance Documentation
Corrective Action
Review Cycle
Performance Standards
Core Competencies
Key Performance Indicators (KPIs)
SMART Goals
Performance Rating
Performance Metrics
Development Plan
Performance Improvement Plan (PIP)
Evaluation Criteria
Meets Expectations
Exceeds Expectations
Below Expectations
Professional Development
Objectives
Competency Framework
Performance Assessment
Career Progression
Peer Review
Self-Assessment
Rating Scale
Performance Benchmarks
Evaluation Period
Reviewer
Reviewee
Direct Supervisor
Development Opportunities
Performance Documentation
Corrective Action
Clauses
Confidentiality
Performance Objectives
Evaluation Process
Rating Methodology
Review Period
Employee Rights
Feedback Process
Performance Metrics
Development Goals
Evaluation Frequency
Documentation Requirements
Appeal Process
Signatures and Acknowledgment
Goal Setting
Performance Standards
Competency Assessment
Review Meetings
Improvement Plans
Career Development
Compliance Requirements
Non-Discrimination
Record Keeping
Amendment Process
Dispute Resolution
Performance Consequences
Performance Objectives
Evaluation Process
Rating Methodology
Review Period
Employee Rights
Feedback Process
Performance Metrics
Development Goals
Evaluation Frequency
Documentation Requirements
Appeal Process
Signatures and Acknowledgment
Goal Setting
Performance Standards
Competency Assessment
Review Meetings
Improvement Plans
Career Development
Compliance Requirements
Non-Discrimination
Record Keeping
Amendment Process
Dispute Resolution
Performance Consequences
Relevant Industries
Technology
Healthcare
Financial Services
Manufacturing
Retail
Education
Professional Services
Government
Non-profit
Construction
Transportation
Hospitality
Energy
Telecommunications
Media and Entertainment
Relevant Teams
Human Resources
Operations
Finance
Marketing
Sales
Information Technology
Legal
Research and Development
Customer Service
Product Development
Quality Assurance
Administration
Business Development
Supply Chain
Executive Leadership
Relevant Roles
Chief Executive Officer
Department Director
Project Manager
Software Engineer
Sales Representative
Customer Service Representative
Human Resources Manager
Financial Analyst
Marketing Coordinator
Operations Manager
Research Scientist
Administrative Assistant
Product Manager
Business Development Manager
Quality Assurance Specialist
Legal Counsel
Account Manager
Data Analyst
Graphic Designer
Supply Chain Manager
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