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Employee Performance Roadmap

This document outlines a job performance review guide for an employee over a 6 month period. It includes sections on performance goals and objectives, skills and knowledge development, processes and methods, and feedback. For the first 2 months, the employee is expected to work with their manager to define goals and develop a skills plan. They should also familiarize themselves with department processes. Between 2-4 months, the focus is on ensuring goals and development plans are on track and identifying process improvements. The final 4-6 months involve continuing skills training, collaborating cross-functionally, and providing feedback to others.

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32 views1 page

Employee Performance Roadmap

This document outlines a job performance review guide for an employee over a 6 month period. It includes sections on performance goals and objectives, skills and knowledge development, processes and methods, and feedback. For the first 2 months, the employee is expected to work with their manager to define goals and develop a skills plan. They should also familiarize themselves with department processes. Between 2-4 months, the focus is on ensuring goals and development plans are on track and identifying process improvements. The final 4-6 months involve continuing skills training, collaborating cross-functionally, and providing feedback to others.

Uploaded by

Thia Go
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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[COMPANY NAME]

Job Performance Review Guide


EMPLOYEE
Employee Name

Review
Period

Department

Manager

PERFORMANCE GOALS AND OBJECTIVES


Zero to 2 months

2 to 4 months

Become familiar with your departments


business goals.

Make certain defined goals and criteria


are realistic. Renegotiate if necessary.

Work with your manager to define and


document your goals. Include what you
are expected to produce by your first
review, activities needed to accomplish
results, and success criteria.

Are you focusing your time on the goals


you committed to? If not, either work
with your manager to change your goals
or reevaluate how you spend your time.

4-6 months

Review performance goals to see if you


are on target. Reprioritize work
accordingly.

NOTES/ACTIONS

SKILLS AND KNOWLEDGE DEVELOPMENT


Zero to 2 months

2 to 4 months

Understand the specific skills and


knowledge you need. Use the job profile
as your guide.

Attend one of the sessions in the


Administrator certification program. See
the training resource site for courses.

Build a skill development plan based on


the goals agreed to by you and your
manager.

Review your development plan and


suggested curriculum for additional skills
and training.

Complete the new administrator


orientation.

4-6 months

Attend at least one more session in the


Administrator certification program.

Create a timeline with associated tasks


that you will follow in order to attain the
skills outlined in your personal
development plan.

NOTES/ACTIONS

PROCESSES AND METHODS


Zero to 2 months

Familiarize yourself with work processes


and methods used in your job. Be clear
on who owns those processes and how
you can support process goals.
Set clear timelines for task due dates.
Keep timelines up to date.

2 to 4 months

Identify and eliminate unnecessary


variation in the way you perform work
processes.

Ensure that your work responsibilities


are clear, defined, and realistic.

4-6 months

Get to know the people who work crossfunctionality in common work processes.

Seek to simplify any work processes in


order to cut cycle time.

NOTES/ACTIONS

FEEDBACK
Zero to 2 months

Understand the different types of


feedback and the ways in which you will
receive feedback.

NOTES/ACTIONS

2 to 4 months

Are you getting the feedback you need?


Is feedback timely, specific, and
frequent?

Compare actual performance and


expected performance.

4-6 months

Are you giving feedback to others who


need it?

Compare actual and expected


performance.

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