# Performance Conversation Planner

Use with applicable policy, labor agreement, HR guidance, and legal advice. This
tool does not determine discipline, accommodation, leave, or employment action.

## Prepare

| Question | Notes |
| --- | --- |
| What specific behavior, output, or deadline did I observe? | |
| When and how often did it occur? | |
| What evidence can be shared appropriately? | |
| What standard or expectation applies? | |
| What was the service, team, compliance, or relationship impact? | |
| What prior expectation, feedback, training, or support exists? | |
| What policy, labor, disability, leave, or HR process may apply? | |

## Diagnose with questions

- What is your perspective on what happened?
- What expectation was clear or unclear?
- What workload, process, skill, resource, system, or relationship factor contributed?
- What support would help you meet the standard?
- Is there information you need to share through an appropriate HR process?

## Agree

| Element | Notes |
| --- | --- |
| Restated expectation | |
| Employee action | |
| Manager support | |
| Evidence of improvement | |
| Checkpoint date | |
| Consequence or next process, if HR-approved | |

## Follow-up

Record only appropriate, factual information in the approved system. Separate
observation from interpretation and avoid unnecessary student or personnel detail.