Book 1

372 / 427

376 L - Performance Management
City of Greensboro Personnel Policy Manuał
should also include a discussion of the supervisor’s work plan as well as the department/
division’s budget and the objectives established for the department/division.
B. After a review, the supervisor and employee jointly complete a work plan for the employee,
reaching agreement on the employee’s responsibilities for the coming year. The performance
work plan may be completed on either a fiscal basis or one which will coincide with the
employee’s anniversary date, whichever is more convenient for the department. For detailed
instructions on completing the work plan, see the appendix document,
C. As part of the development of the work plan, the supervisor and employee agree on
circumstances beyond the employee’s control which might impact his ability to complete the
objectives, such as cooperation by another department, completion of another project without
which this objective cannot be complete, or provision of additional resources.
D. After completing the work plan, the supervisor should discuss with the employee the work
plan in relation to performance appraisal and what the successful completion of the work
plan as written would mean regarding performance appraisal. This might include whether the
work plan as written represents an acceptable level of performance or whether it represents an
exceptional level of performance.
E. Following the planning session and the completion of the work plan, the supervisor will
forward the worksheet, signed by the supervisor and employee, to the appropriate departmental
manager.
6.2 Interim Coaching Reviews
A. After the completion of the work plan the employee will begin his work for the year.
On a regular basis, the supervisor will meet with the employee to discuss progress towards
completion of the work plan. Informal coaching reviews should occur on at least a quarterly
basis if the employee’s performance is at an acceptable or better level. The quarterly review also
provides the opportunity for the supervisor and employee to update the work plan, making
changes that are necessary based on changes in departmental or City objectives.
B. Supervisors should meet more often with employees who are not performing as well. If
necessary, the supervisor may want to begin to document the meetings, discussion of the
performance difficulty and suggestions for improvement.
C. If an employee’s performance is not acceptable, the supervisor should meet with the
employee, documenting the performance deficiencies and the consequences if the performance
is not brought to an acceptable level.
6.3 Performance Evaluation