PERFORMANCE MANAGEMENT CYCLE

LOOKING AT THIS CHART, IT EXPLAINS TO YOU AS A NEW HIRE EMPLOYEE SO THAT YOUR WILL KNOW
HOW TO FURTHER YOUR PERFORMANCE BY DIGENTLY UNDERSTANDING THE PROCESS GIVEN BY OUR
COMPANY.

THE FIRST THING THAT AN EMPLOYEE OF THIS COMPANY MUST DO IS TO CREATE A WORK PLAN, THE
EMPLOYEE MUST BE NOTED THAT HE/SHE IS UNDER A 3 MONTH PROBATION. WITH THAT BEING SAID,
THE EMPLOYEE AND MANAGER SHALL AGREED ON THE CREATION OF WORK PLAN AND MUST STATE
THERETO THE PERFORMANCE THAT NEEDS TO ACHIEVE FOR THE 3 SUCCEDDING MONTHS.

IF, AT ANY CASE AN EMPLOYEE CANNOTW HIT THE AGREED PERFORMANCE, AN EMPLOYEE SHALL BE
AUTOMATICALLY TERMINATED FROM THE COMPANY- THUS, THE EXIT PROCESS. THIS REFERS TO
EMPLOYEES WHO HAS UNSUCCESSFUL PROBATION.

IN ADDITION THERETO, IS AN EMPLOYEE WAS ABLE TO HIT THE QOUTA IN THE WORK PLAN, HE OR SHE
ENTERS THE PERFORMANCE MANAGEMENT CYCLE AS THE NEW STAFF PROBATION COMPLETION AND
AS THE STAFF HAS ALREADY ENEDED THE PROBATION PERIOD AND IS TRANSISION TO REGULAR
PERFORMACE CYCLE.

AGAIN, IF NOT ABLE TO COMPLETE THE PERFORMANCE MANAGEMENT CYCLE, CAN LEAD TO
TERMINATION OF CONTRACT- EXIT PROCESS.

UPON SUCCESSFULLY MAINTAINED THE PERFORMANCE MANAGEMENT CYCLE, THE STAFF NEEDS TO
UNDERGO THE QUARTERLY PERFORMANCE PROGRESS REVIEW WHICH REFERS TO A PERFORMANCE
OVER 3-MONTH PERIOD AND TO COMPLETE THE PERFORMANCE MANAGEMENT FORM.

IN THE INSTANCE THE STAFF CANNOT COMPLETE THE PERFORMANCE MANAGEMENT FORM, HE OR SHE
SHALL HAVE A DICIPLINARY ACTIONS UNDER DISCIPLINARY PROCESS IN WHICH PIP IS INITIATED AND
DEPENDING ON THE COMPANY’S DESCRITION TO OFFER COUNSELLING. AND THEN THE STAFF SHALL
HAVE A WEEKLY PIP REVIEW CHECKING ON THE WRITTEN RECORD OF MEETING

IF THE SUPERVISOR FINDS THAT THE STAFF CAN BE TRAINED THEN IT WILL REFERS TO QUARTERLY
PERFORMANCE PROGRESS REVIEW AGAIN. BUT, IF THE PERFORMANCE IS SO POOR, THE COMPANY
SHALL BE FORCED TO GIVE A VERBAL WARNING WHICH PROVIDES THE WRITTEN RECORD OF THE
MEETING AND AGAIN IF HE DOES NOT RESPONSE ON THE 1 ST VERBAL WARNING, HE WILL BE ABLE TO
RECEIVE THE FIRST WARNING LETTER AND IF NO RESPONSE STILL FROM THE STAFF AFTER 3 DAYS
NOTICE, SHE SHALL RECEIVED THE FINAL WARNING LETTER AND IS SUBJECT TO EXIT PROCESS FAILURE
TO RESPONSE ON THE MATTER.

GRANTED THAT THE STAFF, WAS ABLE TO PERFORMED QUARTERLY, HE SHALL BE INDORSED TO
ANNUAL PERFORMANCE REVIEW IN WHICH THE PERFORMANCE AND CHECK EVERY AFTER 12-MONTH
PERIOD. AND THE STAFF SHALL COMPLETE THE PERFORMANCE MANAGEMENT FORM AND THE BRING
THE SUPPORTING DOCUMENTS WITH REGARD TO THAT PERFORMANCE. AGAIN, IF THE SATFF IS NOT
PERFORMING, HE SHALL BE GIVEN THE 1ST LETTER WARNING AND THEN THE FINAL WANRNING LETTER
AND THEN THE EXIT PROCESS IF ALL ARE NOT COMPLIED.

DONE! 