[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-164202-105":53,"doc-detail-164202-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","performance-review-and-plan-document-plan","Performance Review and Plan Document - Plan","","Personal and Confidential performance review and planning template for UBC. Establishes purpose, vision alignment, enduring values, and the communication goals of the process. Supports structured, formal supervisor feedback to evaluate competencies, add leadership-related competencies for supervisory staff, and review prior work goals and learning objectives. Provides sections to carry forward and set new goals, update progress during the review period, and compile reviewer overall comments including accomplishments, strengths, and development needs.",{"@graph":63,"@context":122},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/performance-review-and-plan-document-plan/164202/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/performance-review-and-plan-document-plan/164202.png","ImageObject",442,249,{"name":88,"@type":89},"Berry Peter","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-20","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":79},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114,118],{"name":105,"@type":106,"acceptedAnswer":107},"What is the purpose of the Performance Review and Plan Document?","Question",{"text":108,"@type":109},"It facilitates communication between employees and managers, promotes consistent formal feedback, aligns individual goals with organizational goals, and clarifies performance expectations while supporting growth and development.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What does Part A cover in the performance review?",{"text":113,"@type":109},"Part A guides the employee through competency review, requiring definitions, detailed comments and examples of demonstrated competencies, and discussion on how the employee can further develop.",{"name":115,"@type":106,"acceptedAnswer":116},"How are prior goals and learning objectives handled in the template?",{"text":117,"@type":109},"Part B asks the reviewer to review goals and objectives set previously, reference the employee self-assessment and goal-setting document, add comments on progress, and identify any goals carried forward.",{"name":119,"@type":106,"acceptedAnswer":120},"How does the template support setting and tracking new goals?",{"text":121,"@type":109},"Part C requires mutual development of carry-forward and new goals and objectives through dialogue. The table is completed during the meeting and updated as needed during the upcoming review period.","https://schema.org",{"og:url":78,"og:type":124,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":126,"canonical":78},"index,follow",{"doc_id":128,"site_id":56},164202,1788150092,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":88,"user_avatar":133,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":79,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":139,"language":140,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":61,"update_tm":129,"read_time":79},1374402524268,"https://ap-avatar.wpscdn.com/davatar_3d24733baf745e90a7e4bdd5f77d97b2","Personal and Confidential\nPerformance Review and Plan Document\nThe UBC strategic plan, Shaping UBC’s Next Century, sets out our collective vision, purpose, goals, and strategies for the years ahead. It guides our decisions and actions, inspiring the very best in our students, faculty, staff, alumni and partners. In addition, five enduring values underpin all our activities, interactions and decisions — excellence, integrity, respect, academic freedom and accountability.\nThe UBC Performance Review and Plan Document is designed to:\nFacilitate communication, discussion, and exchange of ideas between employees and their managers.\nPromote a high level of employee performance through consistent and formal feedback from the supervisor.\nCreate alignment between employee and organizational goals and assist individual growth and development.\nDevelop a motivated, engaged, and high-performing workforce that supports the work of the university.\nClearly articulate performance expectations to the employee.\nPART A - Performance Assessment\nProvide the employee with feedback on the following competencies. Please review each competency's definition, provide detailed comments and specific supporting examples of how the employee demonstrates the competency, and discuss together how they may further develop the competency.\nThe ‘Comments/Examples’ fields will expand as you type if additional space is required. If you prefer to print this document and complete it by hand, you can increase the size of the ‘Comments/Examples’ fields by clicking or tabbing inside the box and then pressing the ‘ENTER’ button on your keyboard until the field is the desired size.\nPerformance Assessment continued\nAdditional competency for employees with supervisory responsibilities\nThe following competencies are from the leadership model used in the \u0013 HYPERLINK \"https://hr.ubc.ca/career-development/leadership-programs/managing-ubc\" \u0014Managing at UBC\u0015 course. \u000bThis model is based on the idea that managing requires an understanding of both management and leadership with a focus on both tasks and people.\nPART B - Review of Work Goals and Learning Objectives Established at Previous Performance Development and Plan (if applicable)\nPlease review the goals and objectives established at the previous Performance Development and Review (if applicable). Please also refer to the employee ‘Self-Assessment and Goal Setting’ document and discuss with the employee. Please insert comments regarding progress towards those goals and identify goals/objectives being carried forward if applicable (attach additional sheet if necessary).\nPART C - Carry Forward and New Goals and Objectives\nPlease refer to the employee’s ‘Self-Assessment and Goal-Setting’ document, and through dialogue with the employee, mutually develop goals/objectives. Please complete the following table during your meeting with the employee. Progress towards these goals should be reviewed informally, and the table should be updated as required throughout the upcoming review period. Please list as many goals as you feel are appropriate.\nPART D - Reviewer Overall Comments\nPlease complete the following section before you meet with the employee. Provide the employee with an overall summary of their performance. Highlight the employee’s major accomplishments and note the employee’s strengths and development needs related to performance. You may also comment on other employee performance areas that have not been addressed in this document.","cbCaipvcQUkj1CtP","https://ap.wps.com/l/cbCaipvcQUkj1CtP","docx",477255,10,"English","# PART A - Performance Assessment\n## Performance Assessment continued\n## Additional competency for supervisory employees\n# PART B - Review of Work Goals and Learning Objectives\n# PART C - Carry Forward and New Goals and Objectives\n# PART D - Reviewer Overall Comments","[{\"question\":\"What is the purpose of the Performance Review and Plan Document?\",\"answer\":\"It facilitates communication between employees and managers, promotes consistent formal feedback, aligns individual goals with organizational goals, and clarifies performance expectations while supporting growth and development.\"},{\"question\":\"What does Part A cover in the performance review?\",\"answer\":\"Part A guides the employee through competency review, requiring definitions, detailed comments and examples of demonstrated competencies, and discussion on how the employee can further develop.\"},{\"question\":\"How are prior goals and learning objectives handled in the template?\",\"answer\":\"Part B asks the reviewer to review goals and objectives set previously, reference the employee self-assessment and goal-setting document, add comments on progress, and identify any goals carried forward.\"},{\"question\":\"How does the template support setting and tracking new goals?\",\"answer\":\"Part C requires mutual development of carry-forward and new goals and objectives through dialogue. The table is completed during the meeting and updated as needed during the upcoming review period.\"}]","Performance Review and Plan Document - Plan | DOCX"]