WGU C235 Performance Management Plan Paper

WGU Performance Assessment XWT1 — XWT1 TASK 2 APPLICATIONS IN TRAINING AND DEVELOPMENT — C235 PRFA — XWT1 TASK OVERVIEW SUBMISSIONS EVALUATION REPORT

COMPETENCIES

3040.01.4 : Talent Management The graduate develops the organization’s talent management programs, including career management, performance management, and leadership development. WGU C235 Performance Management Plan Paper

3040.01.5 : Performance Management The graduate develops performance management and evaluation at an operational level. WGU C235 Performance Management Plan Paper

WGU C235 Performance Management Plan Paper

INTRODUCTION

Task 2: Performance Management Plan In today’s fast-paced business environment, one of the most important assets an organization has is its workforce. An organization’s sustainable competitive advantage is often based on its ability to not only attract high-quality talent but also continuously develop and improve the skills and knowledge base of the current employees. Human resource professionals continually seek ways to effectively establish and implement performance improvement plans that are effective, appropriate, and aligned to organizational goals. Such individuals ensure their employees have the most up-to-date skills, knowledge, and abilities needed to complete the organizational mission effectively. This is accomplished through employee training, talent management, and performance management plans. As a human resource professional, your ability to effectively plan and implement a performance management plan will directly contribute to your organization’s success.

SCENARIO – WGU C235 Performance Management Plan Paper

You are the human resource manager of a midsize accounting ﬁrm. Mary Smith, a new accounting director within the ﬁrm, is concerned about how to coach an underperforming manager named John Miller, whom she oversees. A recent performance appraisal of John revealed that there were several areas that needed improvement. Mary is unsure of her next steps with John, and she has asked you to create a three-month performance management plan for him.

WGU C235 Performance Management Plan Paper REQUIREMENTS

Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide. https://tasks.wgu.edu/student/001169594/course/12180005/task/1139/overview#task Overview

WGU C235 Performance Management Plan Paper Rubric

1/5 9/14/2020 WGU Performance Assessment You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course. Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless speciﬁed in the task requirements. All other submissions must be ﬁle types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt). For this task, the ﬁle size of your submission must be no more than 200 MB. Your submission must be submitted as a Word, Pages, or PDF ﬁle. Your ﬁle name may only contain letters, numbers, spaces, and the following symbols: ! – _ . * ‘ ( WGU C235 Performance Management Plan Paper)

A. Discuss the importance of setting performance expectations by doing the following: 1. Explain why it is beneﬁcial for managers to set performance expectations with employees, including beneﬁts for both managers and employees. 2. Describe the process that managers should follow when setting performance expectations with employees. WGU C235 Performance Management Plan Paper

B. Develop a performance management plan for John by doing the following:

1. Describe two areas in which John can improve by comparing the criteria in the attached “Accounts Payable Manager Job Description” to the information in the attached “Performance Appraisal.”

2. Describe the steps John needs to take to improve in each area identiﬁed in part B1.

3. Describe how John’s progress will be evaluated for each step identiﬁed in part B2.

4. Describe speciﬁc outcomes that will demonstrate John’s success in each area of improvement identiﬁed in part B1.

5. Describe a consequence John would face for noncompliance in each of the steps identiﬁed for improvement in part B2.

6. Describe the ﬁnal meeting that would take place between you, John, and Mary at the conclusion of the three-month performance management plan. WGU C235 Performance Management Plan Paper

Include the following discussion topics:

• how to acknowledge progress made during the performance management plan

• how to conclude the performance management plan, including next steps C. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized. WGU C235 Performance Management Plan Paper

D. Demonstrate professional communication in the content and presentation of your submission. File Restrictions File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( ) File size limit: 200 MB File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, ﬂv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z

RUBRIC A1:IMPORTANCE OF EMPLOYEE EXPECTATIONS NOT EVIDENT

https://tasks.wgu.edu/student/001169594/course/12180005/task/1139/overview#taskOverview

Rubric COMPETENT 2/5 9/14/2020 An explanation of why it is beneﬁcial for managers to set performance expectations with employees is not provided, or the explanation does not include the beneﬁts for both managers and employees. WGU Performance Assessment APPROACHING COMPETENCE The explanation discusses reasons why setting performance expectations with employees is The explanation discusses speciﬁc, logical reasons why setting performance expectations with employees is beneﬁcial to both managers and employees. beneﬁcial to both managers and employees, but the explanation includes 1 or more reasons that are not speciﬁc or are not logical.

A2:PROCESS OF SETTING EMPLOYEE EXPECTATIONS NOT EVIDENT COMPETENT A description of the process of APPROACHING COMPETENCE setting employee expectations is The described process includes logical and appropriate steps that not provided. steps that are illogical or inap- managers should take in setting propriate for managers to take performance expectations with in setting performance expectations with their employees. WGU C235 Performance Management Plan Paper

B1:AREAS OF IMPROVEMENT NOT EVIDENT COMPETENT A description of 2 areas in which APPROACHING COMPETENCE John can improve is not At least 1 of the 2 described ar- John can improve are aligned to provided. eas in which John can improve is the information found in the not aligned to the information attachments. The 2 described areas in which found in the attachments.

B2:STEPS FOR AREAS OF IMPROVEMENT NOT EVIDENT COMPETENT A description of the steps John APPROACHING COMPETENCE needs to take to improve in each The description details speciﬁc steps John needs to take to im- area is not provided. steps John needs to take to im- prove in each area identiﬁed in prove in each area identiﬁed in part B1. The steps are logical and part B1, but 1 or more steps are appropriate for each area of illogical or inappropriate for an improvement. The description details speciﬁc area of improvement. WGU C235 Performance Management Plan Paper

B3:EVALUATION OF PROGRESS NOT EVIDENT APPROACHING COMPETENCE https://tasks.wgu.edu/student/001169594/course/12180005/task/1139/overview#taskOverviewRubric COMPETENT 3/5 9/14/2020 WGU Performance Assessment A description of how John’s The description of how John’s The description of how John’s progress will be evaluated for progress will be evaluated for progress will be evaluated for each step identiﬁed in part B2 is each step identiﬁed in part B2 each step identiﬁed in part B2 in- not provided. includes at least 1 evaluation includes logical evaluation meth- method that is not logical or is ods that are clearly stated. not clearly stated.

B4:BEHAVIORS THAT DEMONSTRATE SUCCESS NOT EVIDENT COMPETENT A description of speciﬁc out- APPROACHING COMPETENCE comes that will demonstrate The description of speciﬁc out- comes includes appropriate ac- John’s success is not provided. comes includes inappropriate tions and behaviors that will actions or behaviors, or it in- demonstrate John’s success in cludes outcomes that would not each area of improvement identiﬁed in part B1. The description of speciﬁc out- each area of improvement identiﬁed in part B1. WGU C235 Performance Management Plan Paper

B5:CONSEQUENCES FOR NONCOMPLIANCE NOT EVIDENT COMPETENT A description of a consequence APPROACHING COMPETENCE John would face for noncompli- At least 1 of the described con- John would face for noncompli- ance in each of the steps identi- sequences John would face for ance in each of the steps identi- ﬁed for improvement in part B2 noncompliance is inappropriate ﬁed for improvement in part B2 is not provided. for the identiﬁed step. are appropriate for the identiﬁed The described consequences steps. WGU C235 Performance Management Plan Paper

B6:FINAL MEETING NOT EVIDENT COMPETENT A description of the ﬁnal meet- APPROACHING COMPETENCE ing is not provided. The description of the ﬁnal ing is comprehensive, is appropri- meeting is not comprehensive, is ate for the given scenario, and ex- not appropriate for the given plains how to acknowledge scenario, or does not address progress made during the perfor- how to acknowledge progress mance plan.

The description ad- made during the performance dresses how to conclude the per- plan. The description does not formance management plan and address how to conclude the details appropriate next steps for performance management plan, John. The description of the ﬁnal meet- does not detail next steps for John, or details next steps for John that are inappropriate. https://tasks.wgu.edu/student/001169594/course/12180005/task/1139/overview#taskOverviewRubric 4/5 9/14/2020

WGU Performance Assessment C:SOURCES NOT EVIDENT COMPETENT The submission does not include APPROACHING COMPETENCE both in-text citations and a ref- The submission includes in-text citations for sources that are erence list for sources that are citations for sources that are properly quoted, paraphrased, or quoted, paraphrased, or quoted, paraphrased, or summa- summarized and a reference list summarized. rized and a reference list; how- that accurately identiﬁes the au- ever, the citations or reference thor, date, title, and source location as available. WGU C235 Performance Management Plan Paper

COMPETENT

Content is unstructured, is dis- APPROACHING COMPETENCE jointed, or contains pervasive Content is poorly organized, is tail, is organized, and focuses on errors in mechanics, usage, or difﬁcult to follow, or contains er- the main ideas as prescribed in grammar. Vocabulary or tone is rors in mechanics, usage, or the task or chosen by the candi- unprofessional or distracts from grammar that cause confusion. date. Terminology is pertinent, is the topic. Terminology is misused or used correctly, and effectively ineffective. conveys the intended meaning. The submission includes in-text D:PROFESSIONAL COMMUNICATION NOT EVIDENT Content reﬂects attention to de- Mechanics, usage, and grammar promote accurate interpretation and understanding.

SUPPORTING DOCUMENTS C235_Accounts_Payable_Manager_Job_Description_Task2_0218.docx C235_Performance_Appraisal_Task2_0218.docx https://tasks.wgu.edu/student/001169594/course/12180005/task/1139/overview#task OverviewRubric 5/5 … WGU C235 Performance Management Plan Paper