Successful managers maximize productivity by placing the best people in the right jobs. Employees clearly want to excel and want to plan to optimize their career potential.

Underperforming individuals have negative effects on the better performs while bringing a high level of stress to themselves as they languish in a position where they are incapable of performing well. These individuals require an action plan for improvement.

Performance Evaluation allows managers effective identify the best employees and the underperforming employees. Performance Planning allows the best employees to develop a career roadmap that is fulfilling or it can be used as a basis to articulate the specific actions that must be taken for the underperforming individual to meet the standards of the job.

During the hiring and orientation process a manager must articulate the goals for the employee for the first 6 months. At the conclusion of this 6 month period the manager must initiate a formal evaluation and a new set of 6 month goals. This si an ever renewing process.

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The package contains a 4 step process that engages the employee in the review and planning process:

I. Self review of attainment of goals
II. Manager review of attainment of goals
III. Rating

a. Performance to job standards
b. Perfomance related to business goals
c. Customer relations
d. Relating to others
e. Team work and team participation
f. Planning and problem solving
g. Self development and personal initiative

IV. Goals and development plans for next 6 months

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This is a means for managers to get feedback on their leadership performance from subordinates, peers and superiors. The focus is on specific behaviors not on personality or personnel attributes. The aggregate of these views will help identify strengths and development needs of leadership behaviors.