What should a supervisor do if the employee indicates on the performance plan that she/he wants an IDP but then does not follow through with developing it?
The supervisor can remind the employee of their interest in the development of the IDP and insure that the employee knows where to find the IDP tool and the available resources to assist in the development of the IDP. As a starting point for the IDP, supervisors can reiterate discussions held during performance planning and progress reviews where training and development needs/goals and requirements were addressed. For more information, contact OHCMs Talent Cultivation Office, Code 114, at 4301-286-5166.
Related Questions
- Once a performance plan is finalized, will the supervisor be able to modify it as performance expectations change during the year, or an employee changes duties or supervisors?
- What should a supervisor do if the employee indicates on the performance plan that she/he wants an IDP but then does not follow through with developing it?
- Does my supervisor have to supervise an employee for 90 days in order to complete a Performance Plan or an Interim Review?
