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<br />regarding performance. This input can be provided verbally, via notes, or via self-completed <br />PEP form. The supervisor will prepare a draft evaluation after having received the ernployee <br />input. Upon appropriate approvals of the evaluation the Supervisor and employee will rneet <br />and review the evaluation. The Supervisor and/or the employee rnay request the presence of <br />the Department Head and/or the Hurnan Resources Director during this Evaluation Meeting. <br /> <br />PROCEDURES <br /> <br />CREATING A PERFORMANCE PLAN <br /> <br />> PRE-PLANNING: <br /> <br />· Supervisor notifies the employee of plan development and informs the <br />ernployee of his /her right to subrnit 3-5 areas that could be developed into <br />performance objectives. <br /> <br />> PLANNING MEETING: REVIEW OF PLAN WITH THE EMPLOYEE <br /> <br />· During this meeting the ernployee and supervisor will review the approved <br />Plan. <br /> <br />· The ernployee and supervisor initial the plan and subrnit it to the Human <br />Resources Director. The Department Head and/or the Human Resources <br />Director rnay participate in the planning meeting with the ernployee and <br />supervisor if so requested by either the employee or supervisor. <br /> <br />· Any concerns that the employee has regarding the plan should be noted on the <br />plan during this meeting. It is then the Supervisor's responsibility to discuss <br />the ernployee's concern(s) with the Department Head and ultimately the <br />Human Resources Director. If any changes are approved by the Human <br />Resources Director and the Department Head, those changes will be reviewed <br />with the employee. <br /> <br />> Plans should not be finalized without full knowledge of the ernployee of the contents. <br />The employee must be given the opportunity to note any concerns with the plan. <br /> <br />> The Supervisor and employee rnaintain ongoing communication and documentation <br />of performance throughout the evaluation period. <br /> <br />MONITORING PERFORMANCE - INTERIM REVIEW <br /> <br />> One Interirn Review is mandatory at least by the end of the seventh rnonth of the <br />Performance Period. The supervisor will draft an interim review and have it <br />approved by the Department Head prior to meeting with the employee. The <br />Department Head and/or the Human Resources Director may participate in the <br />Interirn Review meeting with the employee and supervisor if so requested by either <br />the employee or supervisor. During the Interirn Review rneeting the employee should <br />receive feedback on performance in a constructive manner. <br /> <br />> The purpose of the interim review is to assess the performance to date and progress <br />toward objectives. <br /> <br />Compensation & CI....sificatio.. Study and Performance J<;valuation System <br />Tbe Mercer (~roup, Inc. August 24, 2006 <br />..., 26 City of Sunny Isles Beach, J<'lorida <br /> <br />SIB <br />