Do Goals and Action Plans need to be completed on every evaluation for every employee?
A. Yes. These plans encourage employees to improve skills, knowledge and abilities. Think of an action plan as a professional roadmap. You’re giving directions. Without direction, the employee has to either ask others for directions, or drive around aimlessly until they run out of gas. Q. Ok, I’m sold on the Goals and Action Plans. How do I develop a plan? A. Consider the employee and the company. SAHA has goals, and our employees help us achieve those goals. Employees have strengths and weaknesses. As a supervisor, you must be able to evaluate the strengths of your employees and see how those strengths can be used to achieve company goals. You also have to understand how to improve weaknesses until they become strengths. With those ideas in mind, you can craft a plan. For example, if the company wants to expand reliance on technology and become a “paperless” office, your employee may need computer training to function in such an environment. Q. Does Human Resources have to review the
