Employee Performance Management Cycle

Increase engagement and commitment, since what gets measured, gets managed (Falcone, 2017).

International Learning Center of WV (ILCWV) - New Educational Program Year starts August 1st

1. September Each employee creates an Individual Development Plan (IDP) submit by Oct. 1st
a. Employee develops two professional SMART goals - align with organizational goals.
i. One project/program goal Improvement plan for specific area of your project/program.
ii. One stretch/growth goal Development plan that reinforces previous years Action Plan.
1. Specify if required by your manager or if self-directed.
2. Examples: onsite training, offsite seminars/classes, peer training, management
mentoring, increase opportunities to challenging projects, etc.
iii. Aligns with previous years Individual Development Plan or Performance Improvement Plan.
1. For current employees; see Step 4 for details.
iv. Each goal must have two measurable data base points between October 1st and March 1st.
b. Provide a brief separate plan for how you will accomplish each goal.
i. Please keep your response to one single-spaced page or less.
ii. If you need something from your manager or ILCWV to accomplish the goal, please include
it at the end of your plan.

2. November Self-Appraisal Review: Update on Goals, Self-Reflection, and Optional Final Statement.
a. Employee provides an update on actions toward achieving each goal from Step 1.
i. Please keep your response to one single-spaced page or less.
ii. Highlight successful outcomes.
iii. Provide what further action might be needed to fully accomplish the goals.
iv. Include Assessment Ranking for each category.
1. Distinguished Consistently demonstrates exceptional accomplishment.
a. To be considered distinguished, documentation must be provided.
2. Accomplished Continually and reliably achieves preset goals.
3. Emerging Occasionally falls below position requirements.
a. Improvement is needed in a specific area.
4. Unsatisfactory Fails to meet minimum performance expectations.
a. Immediate improvement and continued monitoring required.
b. Self-Reflection of Overall Performance of Job Description.
i. Peak Performance List top three strengths and a specific example for each.
ii. Opportunities for Improvement List three areas to improve / develop performance.
c. Optional Final Statement.
i. Provide any other relevant matters to put your performance into perspective.
ii. Please keep response to one-half of a single spaced page or less.
d. This provides interim coaching - Manager provides feedback to Self-Appraisal.
3. January Manager performs a Summative Personnel Assessment for each employee.
a. Face-to-face conversation between manager and employee.
b. Continues feedback and mentoring on employees goals and Self Appraisal from November.
c. Manager reviews employees behavioral and work expectations.
i. Address overall professional strengths and weaknesses of employee.
ii. Revisit Job Description; note any revisions needed.

4. March Employee creates an Action Plan based on performance evaluation; due April 1st.
a. Employees who meet Summative Personnel Assessment accomplished ranking or better.
i. List of 3+ possible new goals for next Individual Development Plan.
b. Employees who do not meet accomplished Summative Personnel Assessment ranking.
i. Create a Performance Improvement Plan (PIP) (SHRM, 2015).
1. Include date PIP initiated and the duration of the improvement plan.
2. Detailed description of performance discrepancy.
3. Detailed description of expected performance.
4. Actual performance description.
5. Describe consequences of discrepancy.
6. Detailed plan of action.
7. List any other management personnel, besides your immediate manager, who you feel
should provide input towards your performance plan and appraisal.
8. Signatures of the employee and the manager.
9. Note dates of progress reviews and final evaluation of overall PIP.
c. Employee directed development of IDP or PIP with coaching from management.
i. Provide details on intentions and learning outcomes.
ii. Include what support is necessary to meet your tangible growth goals.
iii. Set timeline for reviewing and accomplishing goal.