Wonder what to do to make the Performance Development Planning (PDP) meeting successful? These recommendations tell you and your staff person what to do prior to the Performance Development Planning meeting.
- Schedule the Performance Development Planning meeting and define pre-work with the staff member.
- The staff member reviews personal performance for the quarter, writes business and personal developmental goal ideas on the PDP form and gathers needed documentation, including 360 degree feedback results, when available.
- The supervisor prepares for the PDP meeting by clearly defining the most important outcomes needed from the staff person's job within the framework of the organization's strategic plan.
- The supervisor writes business and personal developmental goal ideas on the PDP form in preparation for the discussion.
- The supervisor gathers data including work records and reports and input from others familiar with the staff person’s work.
- Both the supervisor and the employee examine how the employee is performing against all criteria, and think about areas for potential development.
- The supervisor develops a plan for the PDP meeting which includes answers to all questions about the performance development planning process with examples, documentation, and so on.
- Recognize that this process takes place quarterly and that the most time and work are invested in the first PDP meeting. The rest of the quarterly PDP goals, maybe for years, are updates to the initial goals.
So, while seemingly time consuming on the front end, the PDP process, with a formal, effective foundation of solid personal and business goals, is less time consuming as quarters pass. The PDP continues to create business and employee success and value during its lifetime. With quarterly updates, the PDP process contributes into the future.
