Sample Performance Plans
Developing Outcomes and Sample Plans
For more detailed information on developing outcomes, including more samples, please read:
Developing Outcomes for Performance Plans
Please note that draft guidance and sample plans are intended to be helpful and should be customized to fit the particular expectations of the position. These plans ARE NOT intended for use as is. As this program evolves, more samples will be made available and there may be minor changes to previously displayed samples.
When developing plans, please consider the following:
- Fully successful levels for critical elements/outcomes should be realistic and reflect what needs to be done by the employee to meet the mission of the unit and support the objectives of the supervisors in the chain of command.
- Select measures that add value and more fully clarify the level of performance that is desired.
- Select measures that can be assessed accurately and easily. If “counts” or percentages are used, supervisors should track all instances (outputs) for those efforts, not just “errors.”
- Supervisor should communicate to the employee the methodologies to be employed for evaluating performance for each critical element.
- Critical elements/outcomes should be clear enough that they invoke a general consensus between the supervisor and employee as to their meaning.
- If supervisors anticipate that an employee would have difficulty meeting the Fully Successful level for any critical element, your Employee Relations Advisor in the Employee and Labor Relations Team, Workforce Relations Division, OHR, should be contacted immediately.
