How to Write a Performance Plan for Employees

Employees are given a review of their performance at various intervals in their employment. The times will range from 30 days, 60 days, 90 days, six months and every year on their anniversary date depending upon the guidelines set forth in their human resources department. There are other times when a performance review or performance plan can be created. If an employee is not meeting the minimum standards of performance or if the employee has committed an infraction that does not require immediate termination, a performance plan may be implemented. There are six main areas to address in performance plans--productivity, quality of work, initiative, team work, problem-solving and adapting to change. You will find that productivity and quality of work relate directly to each other as does initiative and teamwork and combining problem-solving and adapting to change.

Instructions

1. Know that productivity will address the main functions of an employee's position. Is the employee able to complete tasks necessary to function in the position? Does the employee finish his tasks within the time frames set? Are your customers satisfied with the timeliness of the completed tasks? Does the employee have more free time than others in the same position? When completing this section it is important to give specific examples, not generalities. This will be the basis for your plan of correction or improving your effectiveness. Quality of work follows behind productivity for a reason. Is your employee productive and is his quality of work up to the necessary standards? If your employee finishes all the required tasks but the work is full of errors and reducing overall productivity, you will find it necessary to complete a performance improvement plan.

2. Keep in mind that the initiative section allows you to address where the employee is strong and areas in which your employee needs to improve. This will address the need to assist others when needed, taking on tasks that present themselves but are not yet assigned to anyone. This is an opportunity to praise an employee's efforts in building a team or focus on areas in which team work skills need to be improved. Is your employee able to get along with others? Does the employee help his co-workers when they are out of the office or swamped under their workload?

3. Understand that problem-solving and adapting to change go hand in hand in the work place. If a person is unable to problem-solve, then how will he be able to face change in the workplace and move forward in a productive manner? Is the employee able to see a situation and a solution? Addressing specific situations is very important for the employee to understand the expectations and where he stands among the expectations.

4. Remember that each section that you address in your performance plan needs to have a section immediately following explaining what an employee can do to meet the company expectations. If an employee is not given those steps towards improvement, he cannot be expected to meet your company's standards. A well thought out, well written plan with specific details will give your employee the tools to not only meet but exceed expectations.