Professional Documents
Culture Documents
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4.0
Aspirations\Career Path of the Person Being Appraised
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5.0
Improvement Areas
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6.0
Development Suggestions
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7.0
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8.0
Overall Critique
Ranking
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9.0
Comments by Manager
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10.0
Comments by Employee
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11.0
Follow-up Date
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Manager
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Signed: _________________________________
Employee
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Lifestyle balance
Create new performance objectives
The attached prompt sheet can be used when conducting a PDP.
7. The PDP should be at least one hour duration.
8. The conclusions from the PDP will be written down by the Manager on a PDP Summary form (see
attached). The employee should either sign in agreement or add any relevant comments. This PDP
must include a plan for the employee and employer relationship.
9. As a measurement of the achievement of objectives, the Summary will include an alpha ranking from A
to E with no plus or minus. As a guide to the Manager, the following should be taken into account.
A:
B:
C:
D:
There are some areas of the employees performance that need improvement but otherwise the
performance is satisfactory.
E:
10.A copy of the PDP will be given to the Employee. The original will be sent to the relevant Divisional
Manager and then sent to the Human Resources Manager to be placed in the employees personnel
file.
11. Should the employee be dissatisfied with the assessment then they shall have the right to appeal to the
relevant Divisional Manager.
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Job Duties
Job Description
Responsibilities
Direction given by management
Autonomy
Authority levels
Communication of tasks
Objectives with time limits and budgets
Understanding and identifying with the basic goals and values of the organisation.
3. PERSONAL ATTRIBUTES
3.1 Positive Focus
3.2 Proactiveness
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3.3 Ability to Execute
3.6 Communication
Getting co-operation and action from people not under my direct control.
Conducting meetings and interviews.
Effectively handling emergencies and crisis.
Providing leadership and vision.
Coaching and developing associates.
Establishing appropriate goals and performance standards; explaining what to accomplish and
why.
Providing associates with all the information they need to do their job and to feel a partnership with
the organisation.
Involving associates with decisions affecting them.
Setting a proper example for associates to follow.
Encouraging associates to be innovative and willing to take risks.
Understanding and using my authority and power effectively.
Managing people of different cultural and ethnic backgrounds.
Building a cohesive team; obtaining co-operative teamwork.
Mediating disagreements or conflicting desires between associates.
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4. ASPIRATION/CAREER PATH
5. IMPROVEMENT AREA
Technical
Management
Organisation
Dress
Punctuality
Commitment
6. DEVELOPMENT SUGGESTIONS
8. OVERALL CRITIQUE
See Guidelines
9. COMMENTS BY MANAGER
10.COMMENTS BY EMPLOYEE
11.FOLLOW-UP DATE
This date may be earlier than 12 months hence if interim objectives, goals, training is intended.
The date should be realistic.
12.SIGN-OFF
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