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Review Workplan With Manager
 Once you have written the your employee's workplan, review it with your manager.
This allows you and the manager to make sure
that work is spread evenly among the employees of your work unit and that the goals of
the unit can be attained during the cycle.
Meet With Employee
 Meet with the employee to review both the Results
Expectations and the Behavioral Expectations. Listen carefully to any
employee concerns about skill levels, resources to complete a listed outcome,
measurement levels of a Result Expectation, etc.
If you make any adjustments to the expectations based on the employee's input, note them on the workplan.
After reviewing any changes to the workplan with your manager,
have the manager sign the form.
Keep the following information in mind when you review the workplan with the employee:
- Remember to use the "Key Principles" and "Critical Steps" to communicate effectively with employees as you discuss the workplan.
Go to Effective Communication for a summary.
- Gaining your employees' commitment to the tracking of reasonable expectations should increase their motivation to do well.
- You and your manager have the final decision on setting the Results and Behavioral Expectations.
The employee does not have the right to dispute workplan expectations set by
you and your manager.
- If you are reviewing a workplan with an employee who lacks some of the skills that have been listed,
you will need to develop an "Improvement Plan" identifying what areas that need improvement and how the employee will make the necessary changes.
Complete Improvement Plan instructions are included in another section of this guide.
- Job responsibilities or unit needs may change during the workplan cycle. (A new record-keeping process may be introduced, for example.) If the
planned changes will require the employee to learn or develop some new skills, you will complete a Development Plan
for the employee.
Note the following signature requirements:
- Ask your manager, contact your HR office,
or ask your Performance Management Coordinator whether your institution or division requires
signatures on all pages or just the front cover.
- After you, the manager, and the employee have signed the workplan, provide copies for the employee and the manager, and keep the original
in a confidential file that you maintain.
- An employee is not required to sign the workplan. You can explain to the employee that the signature only indicates that the workplan
has been discussed and understood, not that the employee agrees with the requirements. If the employee continues to refuse to sign following this explanation, you should
have your manager verify the employee's refusal to sign.
You could ask your manager to come in your office with the employee present and ask the employee
to acknowledge his or her refusal to sign.
Add a note to the workplan cover page concerning the employee's refusal to sign along with your signature and date and the witnessing manager's signature and date.
Note: The witness cannot be an informal lead worker.
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