1st SLIDE

Performance Management Process For the New Hire

 It is important for you to understand the company with regard to Performance Management
Process as you go along with your probationary period before you get regularized.

2nd slide

Company Policy Introduction

 To help all employees have a better individual development of their tasks, Bushland Blooms
created a staff performance management system. Each department has its own Annual
Performance Management cycle, and all staff members have to follow this process when they
start working with the company. It should be noted that this process will also be applied to
existing employees.

 The main goal is to make employees feel more comfortable in the workplace, while having the
best performance, including training and assistance from the managers.

 Performance information indicates how well a company is meeting its aims and objectives, and
which policies and processes are working. Making the best use of available data and knowledge
is crucial for improving the execution of its mandate. Performance information is key to effective
management, including planning, budgeting, and implementation, monitoring and reporting.

 That’s why the Performance Management Process was created for you to monitor your
improvement on your stay with us. And to understand that this could be the basis of your
regularization and or termination. But, the company is giving you chances depending on the
situation as we understand that you are in the adjustment period. That is why we are providing
you with trainings until you get all the processes right.

3rd Slide to 5th SLIDE

Performance Management Procedures

1.1 Procedures for Developing Work Plans

Step 1:

Creation of a work plan

 Basically, this refers to a probationary employee in which during the period, the
Performance Management Form that you need to complete will help the
manager to start to create your work plan.

Step 2:

Performance Progress Review- Performance Management Form

  Every team member should get a quarterly review. This will be a good motive to
review the performance and identify on which areas that are needed for
improvement.

Step 3:

Quarterly Performance Progress Review

 In order to get ready for the review, the manager must review all prior work
plans.

1.2 Quarterly Performance Progress Review

Step 1:

Schedule Annual Performance Review

 This should be available for those regular employee and stayed with for a quite
some time. The main goal of the Annual performance review meeting is to
debate about the progress of the staff member for the last twelve months.
Additionally, we have to set a date for meeting the goals and objectives, as it
was highlighted in the work plan.

Step 2:

Annual performance review

 Before the meeting starts, the manager must review all the notes that were
taken in the quarterly reviews.

1.3 Managing Under Performance.  

Step 1:

When performance is below KPI and targets

 This is applicable to both probationary and regular employees. When a staff

member starts to have a problems in meeting the goals that were set at the
beginning, it is considered that they are having a poor performance.
 When an employee is having poor performance, manager should discuss it with
HR as soon as is identified. In order to get a better resolution on the issues.

Step 2:
Implementation of a Performance Improvement Plan

 This were the PIP or Performance Improvement plan sets in. The PIP should be
applied if a staff member is having poor performance. Manager will create a
plan of action and will provide him help and then, they will set some goals.

Step 3:

Monitoring Performance Improvement Plan

 For monitoring and review the process of the PIP, manager must have either
weekly of fortnightly meetings with the employee.
 The manager must record or take notes of all meetings.
 After implementing the PIP, a formal review must be scheduled maximum 3
months after.

6th SLIDE

Performance Management Cycle

Please see the next page…

 Create work plan

 New staff commences 3-month probation.

 Manager and employee agree on work
plan. Exit Process
 Key performance indicators and goals  Exit interview.
drafted.  Termination/Resignation
Letter
 Letter of unsuccessful
New Staff Probation Completion probation.
 End of probation review.
 If successful, staff enters Performance
Management Cycle.
Disciplinary Process

 PIP initiated.
Quarterly Performance Progress Review  Counselling
Review performance over 3-month period. Staff to offered.
complete Performance Management Form.

Weekly PIP review

Annual Performance Review
meetings
Review performance over 12-month period. Staff
 Written record of
to complete Performance Management Form. Staff
meeting.
to bring supporting documents to support
performance.

Verbal Warning
 Written record of meeting

First warning letter

 Written record of meeting

Final warning letter

 Written record of meeting.