(Name) (Classification) (Date) – Performance Improvement Plan
(Name) (Classification) (Date)
| Expectation | Action Plan | Means of Measurement |
| Leadership – | ||
| 1. Grow the self-esteem and confidence of staff 2. Reward good performance in a timely, specific manner 3. Speak positively about the Dept and its members, both within the Dept and with outside contacts 4. Hold regular 1:1 update meetings with staff 5. Promote interdependence and cohesiveness in the team | 1. Remind individuals of their unique contributions 2. Use a problem-solving orientation when individuals make mistakes 3. Think and act in a professional manner, utilizing diplomacy and tact 4. Let staff have input about the method and means to complete a given task 5. Collaborate with colleagues, attend courses | Does (NAME) provide timely, specific, positive feedback to individuals and the whole team? Are they attentive when others have the floor? Does (NAME) maintain an approachable demeanor? Are they creating a climate of mutual respect in their team? Is (NAME) respectful of and respected by their colleagues? Are (NAME’s) presentations professional and focused? |
| Flexibility – | ||
| 1. Adapt style to reflect situations / conditions 2.Regularly solicit input and feedback from manager, peers, and staff 3.Promote brainstorming 4. Do not be rigid in thinking and/or behavior 5. Be willing to compromise to meet a shared objective | 1. Ask the unit to generate multiple ideas/alternatives regarding an issue 2. Seek guidance from a successful colleague re: their thinking and problem-solving tactics 3. Attend a relevant available course | Does (NAME) encourage, or shut down discussions? Does (NAME) remain calm, or become defensive when challenged? Does (NAME’S) team find their to be open to their suggestions? Is (NAME) accepting of, or resistant to change? Does (NAME) insist on having things done their way? Does (NAME) consider, or automatically discount others’ perspectives? |
| Expectation | Action Plan | Means of Measurement |
| Team Performance – | ||
| 1. Set challenging yet realistic performance goals 2. Clarify priorities and methods of measurement 3. Specify scope of responsibility 4. Explain how objectives fit with the Dept’s values 5. Balance short- and long-term priorities | 1. Give clear expectations to the team 2. Clarify “what” needs to be accomplished 3. Allow the team to have input into “how” it will get done 4. Read “Employee Relations Handbook” 5. Attend any relevant available courses | Does (NAME) give clear expectations to their team? Does (NAME) get team input on “how” to handle projects, possible barriers to success, etc? Does (NAME) ask employees what they need to accomplish the tasks they are given? Does (NAME) step in when expectations are not being met, and provide constructive criticism? |
| Communication – | ||
| 1. Actively listen 2. Express ideas clearly, concisely, & persuasively 3. Participate in group discussions without dominating them 4. Keep others (management, colleagues, team) informed 5. Write with clarity and precision 6. Monitor tone, as well as content, in written work | 1. Encourage others to express their points of view 2. Avoid interrupting/cutting people off 3. Paraphrase the speaker’s points in order to seek confirmation 4. Remain open-minded 5. Use appropriate non-verbal behavior to convey interest & understanding 6. Provide information in a timely manner 7. Confidently field questions and challenges when in front of a group | Does (NAME) make people feel at ease in conversations? Does (NAME) allow others to talk, or does they interrupt? Do (NAME’s) responses indicate a comprehension of the other person’s point of view? Is (NAME) able to grasp the “message within the message”? Does (NAME) share the floor with others appropriately? Does (NAME) appropriately share data / information, or does they hoard it? Does (NAME) appropriately field questions, or does she dismiss them / ignore them / become defensive? |