The Action Plan For Performance Appraisal is a crucial document used in Philippine workplace settings when an employee requires structured support to improve their job performance. It is implemented following formal performance reviews or when specific performance issues are identified. The document complies with Philippine labor laws, including the Labor Code and DOLE regulations, while incorporating best practices in performance management. It typically includes detailed performance improvement objectives, specific action items, timelines, support resources, and measurable outcomes. This document serves multiple purposes: it provides clear direction for performance improvement, protects both employer and employee interests through proper documentation, and demonstrates the organization's commitment to employee development before considering any adverse employment actions. The plan is particularly relevant in situations where formal performance documentation is necessary, either for employee development purposes or as part of progressive discipline processes.
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1. Employee Information: Details of the employee including name, position, department, and immediate supervisor
2. Performance Assessment Summary: Brief overview of current performance status and specific areas requiring improvement
3. Objectives: Clear statement of what the action plan aims to achieve and alignment with organizational goals
4. Performance Gaps: Detailed description of specific performance issues or areas needing improvement
5. Action Items: Specific, concrete steps the employee needs to take to improve performance
6. Timeline and Milestones: Detailed schedule of when specific improvements should be achieved
7. Support and Resources: Description of training, mentoring, or resources that will be provided to help achieve objectives
8. Progress Review Schedule: Specified dates and frequency of progress reviews and check-ins
9. Success Metrics: Specific, measurable criteria that will be used to evaluate improvement
10. Consequences: Clear outline of what happens if performance goals are/aren't met
11. Signatures and Acknowledgment: Space for employee and supervisor signatures acknowledging the plan
1. Skills Development Plan: Detailed plan for specific skills that need to be developed or enhanced, include when additional training is required
2. Behavioral Expectations: Include when addressing conduct or behavioral issues rather than technical performance
3. Previous Performance History: Include when there's relevant historical context that needs to be documented
4. Employee Comments: Section for employee to provide their input and perspective on the action plan
5. Medical/Personal Considerations: Include when there are health or personal circumstances affecting performance that need accommodation
6. Union Representative Notes: Include when the employee is under union representation and union involvement is required
1. Appendix A - Performance Metrics Template: Detailed template for tracking specific performance metrics and improvements
2. Appendix B - Training Schedule: Detailed schedule of any required training or development activities
3. Appendix C - Progress Review Form: Template for documenting progress during review meetings
4. Appendix D - Resource List: List of available resources, training materials, and support contacts
5. Appendix E - Relevant Company Policies: Copies of specific company policies relevant to the performance improvement plan
Authors
Relevant legal definitions
Clauses
Relevant Industries
Banking and Financial Services
Information Technology
Manufacturing
Retail
Healthcare
Education
Public Sector
Business Process Outsourcing
Telecommunications
Construction
Hospitality
Professional Services
Relevant Teams
Human Resources
People Operations
Learning and Development
Employee Relations
Performance Management
Talent Management
Operations
Department Management
Senior Leadership
Industrial Relations
Relevant Roles
HR Manager
HR Business Partner
Performance Management Specialist
Department Manager
Team Leader
Supervisor
Training and Development Manager
Employee Relations Manager
HR Director
Chief Human Resources Officer
Line Manager
Operations Manager
Division Head
Unit Head
Section Chief
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