Performance and Development
Plan
Name: Cheryl Goulet Division: ASW
Role Title: Senior Accountant Department: Finance
Plan Year: 2018 Manager’s Name: Tim Tolin
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Performance and Development
Plan
PERFORMANCE REVIEW
A.1: Objective Setting
ingRat
Objectives Performance Measures Employee Comments Manager Comments
Description of the goal that has to be List measures for each objective. To be completed by the employee at To be completed by the manager at
achieved by the employee. Be sure measures are SMART either the interim and/or annual the annual review of performance.
(Specific, Measureable, Action – review of performance.
orientated, Realistic, Timed).
Certify Expense Reporting: Develop roll-out and training
Roll-out, adoption, and maintenance plan with Controller.
Assist employees
Ensure data accuracy
AR Management policy and Work with controller to
procedures develop standardized AR
processes and procedures
Month end process map Refresh and ensure
completeness of month end
checklist
Update and reallocate work
responsibilities
Hourly employee payroll solution Identify a method to reduce
complexity of hourly
employee payroll
Roll-out and ensure
accuracy and compliance
with labor laws
Rating: A – Target Exceeded, B – Target Achieved, C – Substantial Progress Made Towards Target, D – Target Not Achieved, X – Target No Longer Relevant
Performance and Development
Plan
Performance and Development
Plan
A.2: Mid-Year Review of Performance
Employee’s Summary of Performance
Manager’s Summary of Performance
Mid-year review not done
.
My signature acknowledges that I have been informed of the contents of this document, but does not necessarily indicate agreement with the contents.
Employee’s Signature Date
Manager’s Signature Date
Performance and Development
Plan
A.3: Annual Review of Performance
Employee’s Summary of Overall Performance
Manager’s Summary of Overall Performance
Cheryl is the backbone of a busy, lightly staffed finance department. She completes a large volume of work with high quality, timeliness, and attention to detail.
Despite Cheryl’s high work load, she consistently seeks out additional duties and is always willing to take on whatever comes her way. She has retained several
of the former Controller duties she inherited during the transition period in 2017.
Cheryl is highly proactive when it comes to researching and enforcing policies and procedures, whether it be corporate taxes or Hydro expense reporting. She is a
high-integrity individual who can be trusted to ensure assignments are done “by-the-book” and requires minimal oversight whether working remotely or in house.
Outside of the specific task-oriented goals listed above, Cheryl’s development for 2019 will be focused around divesting some of her administrative tasks to the
front desk employee. This will allow her more time to take a holistic view of the business so that she can drive efficiencies, policies, procedures, and enhanced
decision making.
Manager’s Overall Review of Performance (mark as appropriate)
__X___ Overall performance _____ Overall performance met _____ Overall performance did not
exceeded expectations expectations meet expectations
My signature acknowledges that I have been informed of the contents of this document, but does not necessarily indicate agreement with the contents.
Performance and Development
Plan
Employee’s Signature Date
Manager’s Signature Date
Performance and Development
Plan
B.1: Development Objectives and Action Steps
Development Objectives Action Steps and Resources Timeline Employee Comments Manager Comments
Based on areas within the current role Identify action steps and resources Specify the To be completed by the To be completed by the
identified for improvement or needed to achieve development time frame for employee at either the interim manager at the annual review
development and future career objectives. Types of activities to completion of and/or the annual review of of development.
aspirations, identify the essential consider include: activity development.
knowledge and experience to be Assignments (projects, career
developed, moves)
Courses (seminars, e-learning,
independent study)
Learning from others (coaching,
feedback, mentoring)
Divest low level administrative tasks Identify work activities that can Q2
be passed to front desk
employee
Assist in training and ensuring
accuracy of passed down
duties
Engage in more strategic tasks Cash Flow Ongoing
Budget/Forecasts
Flash/Month End Close
Advocate for Finance as a resource for Continue explaining the why Ongoing
employee/company, not as a for requests and procedures
necessary evil Offer to help/provide
data/analysis
