Evaluate Individual Performance, People Manager

The people manager holds a formal performance review with the individual at a regular frequency or at the completion of assignments. The review encompasses all assignments completed or underway during the period.

The purpose of this review is to:

• Review performance against agreed objectives, including:
• Review performance on assignment(s)
• Review of development plan progress
• Identify changes to future assignments
• Provide any incentives or rewards for this period

The individual may also be asked to prepare information for the review in the form of a self-appraisal. This allows any differences in perceived performance to be highlighted. In addition, a more formal 360 degree review may take place where other managers, peers, customers and suppliers may be involved.

In addition, the objectives and goals for the next period may be reviewed and set.

Should there be a disagreement between perception of performance. Representatives from the personnel (Human Resources) Department may be called in to help mediate the performance evaluation.

If the individual is a contractor, the individual's performance is reviewed with the organisation holding the contract.

• Performance for the period documented and agreed by both people manager and individual
• Development Plan revised
• Incentives or rewards identified (if any)

• Template Links

• PPMG_FRM002 Personnel Information
• PPMG_FRM003 Personnel Job Definition
• PPMG_FRM004 Personnel Record Change
• PPMG_FRM005 Development Plan
• PPMG_FRM006 Personnel Assignments
• PPMG_FRM007 Personnel Performance Review
• PPMG_FRM008 Personnel Indirect Time

• Preferred Supplier List
• Competency Framework
• Incentives and reward guidelines
• Planning Guidelines

• Peter Drucker: Management: Tasks, Responsibilities and Practices:
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