Managing Employee Workplans

Use of the Guide

This guide is intended for use by supervisors as an online reference to supplement Performance Management for Supervisors classroom training.

If you have not yet attended a classroom training session, be sure to schedule a class as soon as possible. You may use this guide as a reference, but the classroom training is required and will give you more information and practice in managing workplans. (Click on the course link above to go to the course description, dates, and registration information.)
If you have attended a classroom session, this guide should be a good reference tool to use on an as-needed basis. You may want to bookmark this page or add it to your favorites so that you can access the guide online as a quick reference or refresher. To find what you need, click on the contents list below or the menu that you'll find at the bottom of all of the other pages.
You may also go to the Print Version if you want to print out the 50-page Guide. (Note: On some printers, the print size on your screen affects the print size on the printed pages. You may want to decrease the print size on the screen to reduce the number of printed pages. On Netscape, you can usually adjust the print size using "View" and then "Decrease Font." On Internet Explorer, use "View" and select "Text Size.")

Introduction

The workplan outlines an employee's "key responsibilities and results" and "behaviors" along with related expectations for the year. As a supervisor, you have the major responsibility for making sure that each employee's workplan is accurate and a genuine, measurable reflection of the work expected. You should also make sure that all of your work unit's goals and outcomes are reflected in the sum of all of your employees' workplans.

This guide contains instructions, examples, forms, and policy references related to:

• Writing an individual workplan,
• Conducting an Interim or Special Review during the work cycle,
• Developing an Improvement Plan if an employee falls below the "Good" rating level,
• Creating a Development Plan when an employee needs to master new skills, and
• Conducting a Performance Appraisal using the established workplan.

Contents