Scenario: Checking progress at interim reviews

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Let’s take a closer look at the Ongoing Review and Feedback stage of the employee performance management cycle through a scenario:

Karen, the Public Health Inspector, set performance and learning and development objectives with her manager 6 months ago. She is now planning to meet formally with her manager to review her progress.

Leslie and Karen discuss the progress on objectives and competencies and record any modifications to objectives in the original planning and evaluation tool. After their meeting, Leslie will continue to monitor the progress of Karen’s performance informally throughout the remainder of the cycle.

Before the meeting
In preparation for the meeting, Karen and Leslie review the following documents:

• Checklist
• Planning & Evaluation Tool

During the meeting
Karen and Leslie will review:

• The status of her work in progress
• Her performance to date
• Work that requires revision
• Work that should be maintained
• What performance can be improved and how to improve it

Activity

There is no specific activity for this stage; however, employees and managers can remember these tips:

• In this stage of the Performance Management Cycle, both managers and employees need to keep track of objectives and verify whether expectations are being met
• Two-way communication ensures that there are no surprises at the formal evaluation stage and contributes to making the management of performance a positive and enriching experience
• Throughout the year, feedback on performance can come from many sources, such as the work itself, the employee, the manager, clients, as well as other employees involved in the same work

For more information about providing ongoing feedback, please refer to Providing Ongoing Feedback in the Guidebook.