Individual Performance Action Plan
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Business Entreprise HR RH employee employé plan le plan appraisal évaluation Performance Must Doit Performance Action Plan Plan d'action de performance
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ARTICLE 59 - INDIVIDUAL PERFORMANCE PLANNING AND ASSESSMENT Section 59.1 Purpose: To establish policies, procedures, and responsibilities for Individual Performance Planning and Appraisal (IPPA) in the Montgomery County Fire and Rescue Service for all bargaining unit employees that shall: provide an appraisal of an employee’s performance provide guidance to the employee in correcting any areas of deficiency as needed and recognize successful performance.. Interim evaluation: A performance evaluation conducted by a supervisor at a time between the annual performance evaluation to monitor a probationary employee or address a situation where an employee’s current job performance is not at an acceptable level of competence.. Reviewing official: A Battalion Chief, Assistant Chief, or other higher ranking designee responsible for reviewing the appraisal and ensuring that appropriate performance appraisal planning and appraisal procedures were followed by the employee’s immediate supervisor.. Work Improvement Plan: A written plan developed with the employee to outline specific performance problems and or reoccurring deficiencies, required corrective actions to be taken by the employee and/or required performance to be demonstrated by a specified date.. Signatures (including electronic substitutes) from supervisor and employee (as applicable) to establish plan Signatures (including electronic substitutes) to document progress discussion (as applicable) Signatures (including electronic substitutes) from supervisor and employee to finalize performance appraisal Signature of the reviewing official List of performance expectations, ratings and narrative comments Developmental action plan (as applicable) Overall rating Employee comments (as applicable).
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