App Performance Management: Development Planning

Sections of this topic

    © Copyright Carter McNamara, MBA, Ph.D., Authenticity Consulting, LLC. Adapted
    from the Field Guide to Leadership and Supervision in Business and
    Field Guide to Leadership and Supervision for Nonprofit Staff.

    Strongly Suggested Pre-Reading

    Management: Traditional and Progressive Approaches
    of Performance Management Process for any Application

    Planning Phase
    Appraisal Phase

    Approaches to Development Planning

    Remember that information in this section is generic to performance management,
    that is, the information generally applies to any domain of performance management,
    including an organization, an internal and recurring process, a team or an employee.

    The development planning phase generally occurs after the Performance
    phase. Keep in mind that the three phases (performance planning,
    performance appraisal and development planning) are all cyclical and highly integrated in nature. As in our descriptions of the performance planning and performance
    appraisal phases, we will continue with our example of the machine operator.
    So at this point in our example, a performance plan and the performance appraisal
    activities have already been conducted for the operator.

    13. If performance does not meet desired performance standards, develop
    or update a performance development plan to address the performance gap*

    (See Notes 1 and 2 below.)
    If performance does not meet standards, implement a performance development
    . This plan clearly conveys how the conclusion was made that there
    was inadequate performance, what actions are to be taken and by whom and when,
    when performance will be reviewed again and how. In our example, if the operator
    (or other domain) was not performing to standards, then some forms of help (or
    interventions) should be provided (in this example, coaching, mentoring, training,
    more resources, etc).

    • In a progressive
      performance development can occur in real time, that is, the
      supervisor and operator would address performance issues as soon as they occur.
      The supervisor and operator would collaborate to decide what improvements
      are needed and how they might be implemented. Their decisions and any documentation
      would include any decisions about additional trainings that might be needed
      and how they could advance the operator’s career.

    * Note 1: Inadequate performance does not always indicate a
    problem on the part of the domain. Performance standards may be
    unrealistic or the domain may have insufficient resources. Similarly,
    the overall strategies or the organization, or its means to achieving
    its top-level goals, may be unrealistic or without sufficient

    * Note 2: When performance management is applied to an employee
    or group of employees, a development plan can be initiated in
    a variety of situations, e.g.,:
    a.) When a performance appraisal indicates performance improvement
    is needed
    b.) To “benchmark” the status of improvement so far
    in a development effort
    c.) As part of a professional development for the employee or
    group of employees, in which case there is not a performance gap
    as much as an “growth gap”
    d.) As part of succession planning to help an employee be eligible
    for a planned change in role in the organization, in which case
    there also is not a performance gap as much as an “opportunity
    e.) To “pilot”, or test, the operation of a new performance
    management system

    14. Repeat steps 9 to 13 until performance is acceptable, standards are
    changed, the domain is replaced, management decides to do nothing, etc.

    Learn More in the Library’s Blogs Related to Performance Management

    In addition to the articles on this current page, see the following blogs which
    have posts related to Performance Management. Scan down the blog’s page to see
    various posts. Also see the section “Recent Blog Posts” in the sidebar
    of the blog or click on “next” near the bottom of a post in the blog.

    Human Resources Blog

    Leadership Blog

    Supervision Blog

    Also consider
    Related Library Topics
    Performance Management
    Group Performance
    Performance Management

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