Course Content
Allocating work
1.1 Consult relevant groups and individuals on work to be allocated and resources available 1.2 Develop work plans and allocate work according to organisational requirements and operational plans 1.3 Develop and confirm performance standards and key performance indicators with relevant staff 1.4 Conduct risk analysis according to organisational risk management plan and legal requirements
0/4
Assess performance & provide feedback
2.1 Review performance management and processes according to legislation, organisational objectives and policies 2.2 Train participants in the performance management and review process 2.3 Conduct performance management according to organisational policies procedures and relevant timelines 2.4 Monitor and evaluate performance according to performance standards and key performance indicators 3.1 Provide informal feedback and coaching to staff 3.2 Advise relevant personnel, where performance is poor and take necessary actions 3.3 Document feedback according to the organisational performance management system 3.4 Conduct formal structured feedback sessions as necessary and according to organisational policy
0/7
Manage performance follow up
4.1 Develop performance improvement and development plans according to organisational policies 4.2 Monitor underperforming individuals according to organisational policies 4.3 Respond to underperforming individuals, as required 4.4 Reinforce excellence in performance through recognition and continuous feedback
0/2
BSBLDR522 Manage people performance
About Lesson

Download the exercise file for a sample template of a PIDP

Crafting Effective Performance Improvement & Development Plans (PIDPs)

A well-structured Performance Improvement & Development Plan (PIDP) is a powerful tool for both managers and employees. It outlines areas for improvement, proposes development strategies, and sets the stage for ongoing communication and support. Here’s a breakdown of the development process:

 

Step 1: Identify Areas for Improvement:

  • Performance Review Discussions: Analyse data and insights from performance reviews to pinpoint areas where an employee’s performance falls short of expectations.
  • Specific & Measurable Concerns: Clearly define the areas requiring improvement using specific and measurable terms. Vague statements like “needs to improve communication” lack clarity. Instead, focus on specific behaviors, skills, or knowledge gaps.
  • Data & Evidence: Back up your concerns with data or concrete examples from observations or feedback provided throughout the review period.

 

Step 2: Set SMART Goals:

  • Collaborative Approach: Engage the employee in a collaborative discussion to set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals for improvement.
  • Alignment with Overall Objectives: Ensure the improvement goals align with the employee’s role, departmental objectives, and the organisation’s overall strategy.
  • Focus on Positive Outcomes: Frame goals in terms of positive outcomes rather than just addressing shortcomings.

 

Step 3: Develop Development Strategies:

  • Identify Resources: Explore various resources and development activities to help the employee achieve the set goals. This might include training programs, mentoring opportunities, online resources, or skill-building workshops.
  • Consider Learning Style: Tailor development strategies to the employee’s preferred learning style (e.g., visual, auditory, kinesthetic).
  • Actionable Steps: Outline specific and actionable steps for implementing the development activities. This increases the likelihood of successful implementation.

 

Step 4: Define Roles & Responsibilities:

  • Employee Commitment: Define clear expectations for the employee’s commitment to actively participate in the development activities outlined in the PIDP.
  • Managerial Support: Outline the manager’s role in providing support, coaching, and feedback throughout the improvement process.

 

Step 5: Timeline & Progress Monitoring:

  • Establish Timeframes: Set realistic and achievable timelines for achieving the improvement goals.
  • Schedule Regular Check-Ins: Schedule regular check-in meetings to discuss progress, address any challenges, and adjust the plan as needed.
  • Track Progress: Establish measurable methods to track progress towards the improvement goals. This allows for ongoing evaluation of the PIDP’s effectiveness.

 

Step 6: Review & Revision:

  • Regular Evaluation: Schedule regular reviews of the PIDP to assess progress and make adjustments as needed.
  • Positive Reinforcement: Acknowledge improvement efforts and celebrate successes along the way. Positive reinforcement motivates the employee to continue their development journey.

 

Additional Considerations:

  • Open Communication: Maintain open and honest communication throughout the process. This creates a supportive environment for improvement.
  • Documentation: Document all discussions, agreements, and adjustments made to the PIDP. This ensures clear understanding and provides a reference point for future discussions.

 

By following these steps and fostering a collaborative approach, managers can develop effective PIDPs that motivate employees to improve their performance and reach their full potential.

Exercise Files
Sample PIDP template v1.0 Apr 24.docx
Size: 25.43 KB