Under the third column of pages one and two of the form highlighted above (Tracking Source / Frequency), record how the employee's performance will be tracked and how often. You will define the tracking methods for the Results Expectations (based on the "Key Responsibilities / Results - KRRs") on page one and the Behavioral Expectations (based on the "Dimensions") on page two.

Setting both the Tracking Source and Frequency lets you and your employees plan how often you will document their efforts and give them feedback on how well they're doing. Employee motivation may also increase when they know that their supervisors are paying attention to how hard they are working.

After defining the tracking method, you will collect data, notes, and document STARs over the course of the employee's work cycle. This documentation will then be available for your employee's Interim Review or final Performance Appraisal. You can also use the data in an employee's Improvement Plan or Development Plan, if necessary. (You'll find more detail on the Improvement Plan and Development Plan in the next two sections.)

Keep the following information in mind when you determine the performance tracking methods:

Usually, you will already have some reporting or other data gathering measures set up in your work unit to track your employees' Results Expectations based on their Key Responsibilities / Results (KRRs). For example, you may have monthly processing reports, case activity logs, or other records of work unit activity that include individual employee activities or production.
To track Behavioral Expectations on the Dimensions, however, you will need to plan how to observe your employees' Behavioral Expectations such as "Greets customers promptly and courteously" or "Reviews work carefully for completeness and accuracy." You can monitor trends related to the employee's Behavioral Expectations using the STAR method.

Consider the following as you plan methods for tracking employees' performance:

• As you select tracking measures, think about how often you will be able to observe or document each expectation, since it may not be possible to directly observe each employee on a daily basis. You may also ask the employees and others to provide documentation of these performance expectations on a regular basis.
• You will need to set up specific time frames for observation or data collection to keep up with performance trends. This will allow you to work with the employee to correct performance problems if they come up.

The following are examples of Tracking Source / Frequency plans for two employees.

Workplan, Page 1:
Key Responsibilities / Results	Result Expectations	Tracking Source / Frequency
Monitor day care centers	Prepares reports detailing all assigned day care centers' compliance criteria by monthly due date.	Monthly Reports

Workplan, Page 2:
Dimensions	Behavioral Expectations	Tracking Source / Frequency
Safety Awareness	Uses protective gear and exhaust hood when working with unstable chemicals.	Weekly self report Random spot checks by supervisor

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