Page 109

Lesson 4: The Performance Management Process

Participant Guide

Coaching for Mid-Year Review Meeting Scenarios

Employee 1: • GS-5 with 2 years experience. • Employee just had her first child. • Employee hasn’t received training recently and is apprehensive about the new document managing systems. • The last rating was fully acceptable, but the current performance doesn’t support that rating. • The employee recently has demonstrated problems with tardiness and at times has shown a negative attitude toward her superiors. • Since the planning meeting, the tardiness has improved slightly, and now the employee will call if she knows she will be late. • Despite work to improve the employee’s attitude, she still comes across as negative. • The supervisor is unsure how to succinctly present his concerns to the employee. Employee 2: • GS-9 with 15 years of service. • Employee has attended all provided training. • While the employee’s performance in the past was good, the quality has consistently declined. • The supervisor used to be able to rely on this employee. However, recently the supervisor thinks that the employee is not as reliable (both in terms of quality of performance and timeliness submitting assignments). • The employee can be seen wandering around the office and making small talk with other employees. • The supervisor knows what he wants to say, but is unsure how it should be presented during the mid-year review.

Performance Management for HR Practitioners

September 2011

Page 107

Performance Management for HR Practitioners Participant Guide  

Performance Management for HR Practitioners Participant Guide

Performance Management for HR Practitioners Participant Guide  

Performance Management for HR Practitioners Participant Guide