Lessons Learned Analysis: Employee Performance Management &

Individual Development Planning

How did corporate performance reviews and individual development planning programs
impact your project? This questionnaire will allow you to analyze these processes,
develop conclusions, and make recommendations.

Purpose

This template is designed to assist the project manager during project “post mortem”
activities to analyze two common corporate employee development processes as to their
effect, whether positive or negative, on the project. The two processes are formal
employee performance evaluations and individual development planning. The template
is to be used as the basis for surveys and discussions to develop conclusions and make
recommendations.

The employee performance review system and individual development program are
similar in that they are both usually standardized in the corporation by the human
resources function, yet still effect performance in projects.

Instructions

There are two sections. Answer the questions in the first section to compile a complete
list of issues and opportunities for improvement. Use the questions in the second section
to develop conclusions and recommendations for post mortem/lessons learned
documentation.

Tip . . . This information might be better attained by collecting Phase 1 questions via a
survey to all employees and managers in the project. This effort should be coordinated
with a corporate organization development group and/or a training & development group.
Phase 2 conclusions and recommendations can then be developed separately by a
specialized post mortem group which includes representatives from the project and
human resources.

Example Issues/Problems/Opportunities for Improvement

“Many employee performance evaluations were conducted beyond the desired

deadline.”

Example Conclusion

“Supervisors were not given sufficient time to prepare for employee performance
evaluations, due to project deadline pressure. This gave employees the
impression that their development was not well supported by the organization. “

Example Recommendations

“Consider corporate performance evaluation dates when scheduling major

project deadlines.”

“Involve supervisors in detailed planning to best incorporate their need to meet

corporate human resource development goals.”
 Lessons Learned Analysis: Employee Performance
gantthead.com Management & Individual Development Planning

Phase 1: Identifying Opportunities for Improvement

Employee Performance Management

1. Were there any obvious problems associated with the performance

management of workers, such as:

1.1. no performance evaluation given?

1.2. evaluations not given consistently to all employees or employee

groups?

1.3. evaluations not provided according to corporate policy or standard?

1.4. infrequent evaluations?

2. Did standard performance evaluations measure performance/behaviors that

were relevant to the project?

3. Were criteria used in performance evaluations described in project orientation

or kick-off meetings?

4. Were criteria used in performance evaluations reinforced through project

communications?

5. Was the performance evaluation process incorporated into the project

communication plan?

6. Did supervisors who implemented the performance reviews understand

clearly how they would collect the performance data from project reporting
and their own questioning of individual or groups that the reviewee worked
with?

Individual Development Planning (IDP)

1. Was the individual skills development program helpful in improving employee

performance relevant to the project?

2. If there was no IDP program used during this project, would one have
improved performance of workforce?

3. Was the IDP process found to be inadequate by project workers or

managers?

4. Was attention given in project for employees to use the skills identified in their
individual development plans?

5. Were the skills prioritized in the IDP necessary for success of the project or
did the project place the skills at a lower priority than the IDP?

6. Was time given in the project for employees to work to their individual
development plan?

©2007 gantthead.com 2
 Lessons Learned Analysis: Employee Performance
gantthead.com Management & Individual Development Planning

Phase 2: Developing Conclusions & Recommendations

A. What were the causes of any problems noted? Did any causes result in
multiple problems?

B. Where in the formal performance review process or individual development

planning process does it appear that these problems developed?

C. Where in the project management process does it appear that these

problems develop?

D. Which individual or department will need to address the issue in the process?

E. What are recommendations to the departments/organizations responsible for

those activities?

F. What are the highest priority opportunities for improvement (those that are
urgent and will garner the greatest benefits to the company and subsequent
projects)?

©2007 gantthead.com 3