Completing the Individual Performance Agreement Form

Section 1: Personal Details and Performance Evaluation Record

• You need a new form for each annual individual performance agreement.
• You should complete all the details in the first section.
• Refer to the performance evaluation definitions when completing the form.

Section 2: Performance Planning

The key to completing this section of the performance agreement form is for the manager and staff member to agree on the Key Performance Areas and the major goals and objectives the staff member needs to undertake in the following 12 months.

Do not try to capture all the results the staff member must achieve. The idea is to capture the most important ones only. Use the 80/20 principle.

Be specific in the descriptions you use. Each performance result must be measurable. Measurable can include the number of outputs/services expected, the quality of results and timeline targets.

If the role of the staff member is administrative/supportive in nature, they should be viewed as servicing internal customers. The performance results should contain the most important contributions that the person makes in servicing the internal customer.

Copies of the relevant business plan, team plans, and staff member’s job description will be useful when completing this section.