Performance and Development

Plan
Name: Cheryl Goulet Division: ASW
Role Title: Senior Accountant Department: Finance
Plan Year: 2018 Manager’s Name: Tim Tolin

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PERFORMANCE REVIEW
A.1: Objective Setting
Objectives
Description of the goal that has to be
achieved by the employee.
Certify Expense Reporting:
Roll-out, adoption, and maintenance
AR Management policy and
procedures
Month end process map
Hourly employee payroll solution
Rating: A – Target Exceeded, B – Target Achieved, C – Substantial Progress Made Towards Target, D – Target Not Achieved, X – Target No Longer Relevant
Performance and Development
Plan
ingRat
Performance Measures Employee Comments Manager Comments
List measures for each objective. To be completed by the employee at To be completed by the manager at
Be sure measures are SMART either the interim and/or annual the annual review of performance.
(Specific, Measureable, Action – review of performance.
orientated, Realistic, Timed).
 Develop roll-out and training
plan with Controller.
 Assist employees
Ensure data accuracy
 Work with controller to
develop standardized AR
processes and procedures
 Refresh and ensure
completeness of month end
checklist
 Update and reallocate work
responsibilities
 Identify a method to reduce
complexity of hourly
employee payroll
 Roll-out and ensure
accuracy and compliance
with labor laws
Performance and Development
Plan
 Performance and Development
Plan
A.2: Mid-Year Review of Performance

Employee’s Summary of Performance

Manager’s Summary of Performance

Mid-year review not done
.

My signature acknowledges that I have been informed of the contents of this document, but does not necessarily indicate agreement with the contents.

Employee’s Signature Date

Manager’s Signature Date

 Performance and Development
Plan
A.3: Annual Review of Performance
Employee’s Summary of Overall Performance

Manager’s Summary of Overall Performance

Cheryl is the backbone of a busy, lightly staffed finance department. She completes a large volume of work with high quality, timeliness, and attention to detail.
Despite Cheryl’s high work load, she consistently seeks out additional duties and is always willing to take on whatever comes her way. She has retained several
of the former Controller duties she inherited during the transition period in 2017.

Cheryl is highly proactive when it comes to researching and enforcing policies and procedures, whether it be corporate taxes or Hydro expense reporting. She is a
high-integrity individual who can be trusted to ensure assignments are done “by-the-book” and requires minimal oversight whether working remotely or in house.

Outside of the specific task-oriented goals listed above, Cheryl’s development for 2019 will be focused around divesting some of her administrative tasks to the
front desk employee. This will allow her more time to take a holistic view of the business so that she can drive efficiencies, policies, procedures, and enhanced
decision making.

Manager’s Overall Review of Performance (mark as appropriate)

__X___ Overall performance _____ Overall performance met _____ Overall performance did not
exceeded expectations expectations meet expectations

My signature acknowledges that I have been informed of the contents of this document, but does not necessarily indicate agreement with the contents.
 Performance and Development
Plan

Employee’s Signature Date

Manager’s Signature Date

 Performance and Development
Plan
B.1: Development Objectives and Action Steps

Development Objectives Action Steps and Resources Timeline Employee Comments Manager Comments
Based on areas within the current role Identify action steps and resources Specify the To be completed by the To be completed by the
identified for improvement or needed to achieve development time frame for employee at either the interim manager at the annual review
development and future career objectives. Types of activities to completion of and/or the annual review of of development.
aspirations, identify the essential consider include: activity development.
knowledge and experience to be  Assignments (projects, career
developed, moves)
 Courses (seminars, e-learning,
independent study)
 Learning from others (coaching,
feedback, mentoring)
Divest low level administrative tasks  Identify work activities that can Q2
be passed to front desk
employee
 Assist in training and ensuring
accuracy of passed down
duties

Engage in more strategic tasks  Cash Flow Ongoing
 Budget/Forecasts
 Flash/Month End Close
Advocate for Finance as a resource for  Continue explaining the why Ongoing
employee/company, not as a for requests and procedures
necessary evil  Offer to help/provide
data/analysis