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Performance Management and Planning (PMP) at Clorox is a highly
important business and people process that connects the work of
our employees toward the achievement of the organization's strategic
goals. It helps both managers and employees focus on the highest
business priorities, and, used well, increases productivity, employee
engagement and sense of ownership. PMP is also a critical link to
our "pay for performance" compensation philosophy.
The purpose of the PMP process is to:
- Plan work results, review overall performance and skill proficiency.
- Establish and drive performance and development plans.
- Receive feedback and coaching on a regular basis.
- Share information on career interests.
- Make quality pay decisions.
As shown in the diagram below, the PMP process is comprised of
three essential phases:
Phase 1—Planning
At the beginning of the review period, the manager and employee
meet to jointly:
- Create a performance plan that include major responsibilities,
individual performance objectives and skill areas.
- Create a development plan to build capability in both strengths
and development areas.
- Hold a career discussion to discuss the employee's short-term
and long-term career goals.
Phase 2—Coaching
Throughout the review period, the manager and employee meet on
a regular basis to discuss progress against the performance plan
and development plan, give coaching and feedback, and hold an informal
midyear coaching session.
Phase 3—Assessment
Towards the end of the review period, the manager drafts the final
review based on a number of feedback sources, including an employee
self-assessment. The manager then confirms performance ratings and
messages, and delivers the final performance review.
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