Components of Managee Performance &

Development Plan
 Planning Managee Performance and Development
Establishing Mutual Expectations for Performance & Development

• Role Description.

• Special and Development Assignments.

• Performance Standards or The Best Achievement.

• Outcomes of the Most Recent Stocktaking.

 Role Description

• It is comprehensive.
• Managee’s Assigned Role in the organization.
• It forms a basis for planning the performance and
development of Managees.
• It is the primary responsibility of the Managees.
 Role Description Includes

• Purpose of the Role.

• Primary Responsibilities or Key Performance

Areas.
• Key Job Competencies and Behaviours.
 Role Ambiguity
Definition

A lack of clarity about expected behavior from

a job or position.

Meaning

No clear knowledge on org expectations from his / her

task role.
 Types of Information that Reduces Role
Ambiguity

• Expectations of others.

• Requisite Activities for a Managee to Perform.

• The consequences of performing or not performing

behaviours needed to fulfill legitimate expectations of others.

• Formal Reward and Punishment System of the Org.

• Operational Aspects of the Formal as well as Social Norms.

• Valence of Rewards to the Managee’s Personal Needs.

Role Description Vs Job Description
S.No Particulars Job Description Role Description

Expectations of the
1 Expectation Vs Participative Management from the Participative In Nature
Person

It Can Be Changed / It Involves A Consultative

Management Changes Vs Revised / Modified At
2 Consultative Process Any Time By The Process For Any Changes /
Revisions / Modifications.
Management.

3 Ownership Lack of Ownership Full Sense of Ownership

4 Goal Setting Relatively Easier More Elaborate But Much

More Meaningful.

5 Appraisal Simple Tedious

 Role Description Document
• Role Purpose. • Network of Key Role
• Position in the Relationships.
Organogram.
• Work Context.
• Role Responsibilities.
• Academic Levels.
• Role Tasks.
• Performance Indicators. • Previous Experience.

• Decision-Making Function. • Competencies.

 Performance Standards
Definition

Armstrong defines “ A statement of the conditions that

exist when a job is being performed effectively”

• Standardize Precise Expectations.

• Managees Require Equitable and Consistent Standards for

Individual Performance.
Setting Performance Standard (Outcomes)

• Palpable impact on task achievement.

• Helps to distinguish high performer.

• Within reach of the Managee.
 Special and Developmental Assignments

• Non-repetitive, One-time, Specific Short –term

Projects.
• Aims at improving systems, procedures, competencies.
• Time – bound accomplishment of task by individual
during performance year.
• Improves Innovativeness and Creativity.