Overview of chart structure

There are 6 stages of the personal development planning and performance review process. These are:

• objective setting
• personal development plan (PDP)
• regular check-ins
• preparation
• review meeting
• final review and documentation

The chart begins at the objective setting stage.

Objective setting

The employee and manager collaboratively set out the employee’s objectives. Goals should be Specific, Measurable, Achievable, Relevant and Time-bound (SMART).

Personal development plan (PDP)

A detailed action plan with timelines and defined metrics for measuring progress is created. If the employee needs additional support or training to achieve their objectives or PDP, the manager identifies the support, training, or resources needed. Regular check-in meetings are then scheduled to discuss progress.

If any issues affect the employee’s performance, their personal development plan is adjusted, if necessary, based on performance and feedback.

Preparation

Once the employee’s manager has scheduled a review, the employee gathers evidence of achievements and challenges.

Review meeting

The manager reviews employee objectives and performance for the review period. They then provide feedback on the employee’s performance, citing specific examples. The discussion also focuses on the employee’s strengths, areas for improvement, and progress towards their objectives.

Based on performance and feedback, the employee's objectives and personal development plan are adjusted if necessary.

Final review and documentation

The manager and employee conduct a final review of the performance review document and then sign it.

The final review document and overall appraisal rating are stored on Turas Appraisal.

The personal development planning and performance review process the ends.

Personal Development Planning and Performance Review Policy flowchart

There are 6 stages in the personal development planning and performance review process. The stages are:

• objective setting
• personal development plan (PDP)
• regular check-ins
• preparation
• review meeting
• final review and documentation

The process starts with setting objectives.

Objective setting stage

Chart begins when employee and manager collaboratively set out objectives. Goals should be Specific, Measurable, Achievable, Relevant and Time-bound. Then the process moves to the personal development plan (PDP) stage.

Personal development plan (PDP) stage

Create a detailed action plan with timelines and define metrics for measuring progress. Then the question is asked, does employee need additional support or training to achieve these objectives or PDP?

If the answer is yes to the question, does employee need additional support or training to achieve these objectives or PDP, then manager identifies support, training, or resources needed. Then the process moves to the regular check-ins stage. To go to this stage, follow the next link otherwise skip the next link. Jump to the stage, regular check-ins.

If the answer is no to the question, does employee need additional support or training, then the process moves to the regular check-ins stage.

Regular check-ins stage

Regular check-in meetings scheduled to discuss progress, then the question is asked, are there any issues affecting performance?

If the answer is yes to the question, are there any issues affecting performance, then adjust personal development plan, if necessary, based on performance and feedback. Then the process moves to the preparation stage. To go to this stage, follow the next link otherwise skip the next link. Jump to the stage, preparation.

If the answer is no to the question, are there any issues affecting performance, then the process moves to the preparation stage.

Preparation stage

Manager schedules a review, then employee gathers evidence of achievements and challenges. Then the process moves to the review meeting stage.

Review meeting stage

Manager reviews employee objectives and performance that covers review period, then manager provides feedback on employee's performance citing specific examples.

Then discussion on strengths, areas of improvement and progress towards objectives, then adjust objectives and personal development plan if necessary based on performance and feedback.

Then the process moves to the final review and documentation stage.

Final review and documentation stage

Conduct a final review of performance appraisal document, then employee and manager sign the performance review document. Then store final appraisal document and overall performance rating on Turas Appriasal. Then the process ends.