ng the plan. The employee should keep the supervisor informed as to the status of their work that is or had been accomplished. Also the employee can ask for feedback and respond positively to constructive feedback. It is also very important for the employee to develop positive relationships with the customers as well as co-workers. It is also important for the employee to constantly be assessing themselves in their performance.Question 4What are the responsibilities of the supervisor?Response 4It is the supervisors responsibility to help develop the plan for the employee during the year. A meeting should be scheduled to sit down with an employee and devise a plan. The supervisor should periodically check with the employee on how they are doing and where they are at with the goals that they had set earlier in the review period. The supervisor does not necessarily have major responsibilities during the review year; it is up to the employee to succeed at the plan developed with the supervisor.Question 5What is the Performance Appraisal and Plan? (Appendix A and B)Response 5The Performance Appraisal and Plan consists of five parts. Part 1 measures an employees performance on pre-set goals. Part 2 evaluates an employee on key performance factors. Part 3 is where the employees overall performance is determined and rated. Part 4 establishes a plan for the next review period. Part 5 is an interim progress review where the employee receives generally a 6-month review.Question 6Explain the key performance factors just discussed in the Performance Appraisal and Plan.Response 6Key Performance factors are expectations that apply to all jobs regardless to the duties that are involved. The supervisor is to designate the most important of those factors as critical factors depending on past appraisals and performance. These critical factors are the employees main focus. For non-exempt jobs, a few examples of key performance factors would ...
