The employee began working in their current position in 2023 and consistently delivered strong performance throughout both 2023 and 2024. However, from early 2025 to mid-year, it has been observed that the employee's current performance has not met the targets set in the position and priorities expectations., The employee was promoted to a Manager position in October 2024 and successfully completed all training programs outlined in his/her Individual Development Plan (IDP). However, over the past 6 to 9 months, it has been observed that the employee has not been able to perform according to position expectations.., The employee has held their current position for 4 years and has consistently met the expectations outlined for the role. However, in the current year, the nature of the job has changed according to the updated job description, which now includes the requirement to develop and utilize digital tools to support current work processes. The employee has not been able to meet this new requirement., An employee is responsible for supporting users with data used in daily performance management and production operations. When data issues arise, users are often unable to reach the employee, or when contact is made, the employee does not provide adequate support in resolving the problems. As a result, users have had to escalate issues to the employee’s N+1 instead. Although this has not directly impacted production, it has affected collaboration and support. Consequently, during the annual performance review, the employee was rated as below expectations due to lack of support and coordination issues..

Performance Management

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