Develop a Performance Plan for National Camper Trailers Sales Team

This document provides a step-by-step guide to create a performance plan for National Camper Trailers Sales Team. It includes information on planning, communication strategy, monitoring, and review process. The document also includes a performance agreement template, performance goals, and a learning and development plan. The subject is performance management, and the course code and college/university are not mentioned.

Develop a performance plan
For this task, you will be required to complete a performance plan for the Sales Team. The first part of
this task will be to describe how you will create the a performance plan procedure and the second part
will be to create a performance plan.
Step 1: Plan
When creating the performance plan for National Camper Trailers, please answer the following:
What information would you need to access to determine the goals for the business based on the
current business performance? List at least five (5) documents.
The information that would be needed in order to determine the goals for the business would be:
1) Government Statistics- in order to ensure that the goals are attainable, a look at the latest
government statistics is important (Sabharwal, 2014).
2) Performance and market research about competition: In order to attain goals that are
attainable, it is important to look at the market research about the competition.
3) Performance Apparisals of each of the employes: The appraisals would be able to provide
information regarding the performance of the staff, which is needed in order to create
individual goals (Parmenter, 2015).
4) Balance Sheet and profit and loss statement: This is able to provide a financial overview of the
business.
5) Client feedback: The overall feedback from the client is another important document to
determine areas for improvement.
What information would you need to access to determine what the skills and abilities needed to do the
job to ther level of performance expected? List at least three (3) documents.
The information that is needed in order to access the skills and abilities:
1. Qualifications list: The list of qualifications put out by the government or the industry will be
able to give a brief glance into the skills and abilties required.
2. List of soft skills: Soft skills, such as those related to teamwork and communications, are
general skills required for almost every job (Gupta & Shaw, 2014).
3. Performance appraisals: Performance appraisals would be sufficient to look at some of the
skills that are needed to do the job.
Who might you need to consult with (based on their job role) and what information will they be able to
provide?
Role What information will they be able to provide
Competition or Industry
Officials
Statistics and general information for the growth of the industry
Managers Information regarding the work of the employees
Sales team employees Individuals who are not able to perform
Government Officials The new laws and regulations
Team leaders Individuals who are underperforming in the team
Step 2: Discuss
Based on the information above, create a communication strategy for developing your performance
plan and ensuring involvement of all stakeholders. and should include any investigation that might
need to undertake.
Target Key messages: Communication Deadline

audience: methods: Who is responsible
for doing it?
Employees Underperforming
employees will
need to be
removed
Official office
memo and email Managers End of the
week
Customers An alternative to
the Stargazer
Mark V Camper
Trailer
Social media,
television, and
advertisements
Marketing Department End of the
month
Step 3: Monitor
How will you monitor the peformance plan process and determine if the processes that you have put in
place are working? Give at least three (3) examples
Monitoring process Person responsible Timeframe
Monitoring the Team Leaders and Managers HR Team 6 months
Regular self-appraisals Employee themself 1 year
Performance appraisals Managers 6 months
Step 4: Review
Discuss how you would review the performance development plan process to eunsre that the required
outcomes have been delivered in the woprkplace (80-100 words)
In order to ensure that the required outcomes are delivered, I would ensure that there are
regular performance appraisals in the workplace (Altgassen, Rendell, Bernhard, Henry, Bailey,
Phillips, & Kliegel, 2015). This would ensure that the employees are on edge. There would also
be random checks in order to ensure that the performance development plan process has the
required outcome.

PERFORMANCE AGREEMENT TEMPLATE
Employee/Section
Date of agreement: <date agreement was made>
Period of agreement: <insert start date> to <insert end date> Performance agreements usually apply for a period of 6 to 12 months
Planning
What are your major responsibilities? (ensure you list at least 8)
What is expected of you in your role?
What key work tasks are associated with meeting these responsibilities?
(these will form part of your KPIs)
Respond to queries Customer data and communication, which would go a long way in ensuring that
the KPI related to Incraesing Customer Satisfaction by 5% is met.
Respond to complaints Access to customer data and communication. This would increase customer
satisfaction, as well as employee satisfaction as well. The KPIs related to increase
in customer satisfaction by 5% and employee satisfaction by 25% is given here.
Ensure customer feels happy Access to customers and negotiation. This would be related to the KPI which can
improve customer satisfaction by 5%.
Data Management Management of the everyday data- This would involve two main KPIs, that which
looks at reducing cycle time, and which improves team performance.
Training Communication- This would go a long way in ensuring that increasing customer
satisfaction by 5%.
Sales Strategy Analytical Analysis- This would form the KPI that is related to Monthly sales gowth
of 10%. Analytical Analysis is the analysis of the analytical and data components
of the sales.
Sales Forecasting Trend Analysis- This would also be related to the KPI related to Sales Growth of
10%. Trend Analysis focuses on
Marketing Plan Creation of marketing plan. This would reduce cycle time.

Performance goals
This part provides an opportunity to identify the Key Performance Indicators (KPIs) for your position for the next 12 months. Please discuss Strategic and
Business Plan to make sure that KPIs are aligned to objectives. At least five (5) KPIs must be developed
Goals should be SMART:
- Specific
- Measureable
- Attainable
- Results
- Focussed
- Time-oriented
KPI (Goals)
(What needs to be achieved)
Actions
(How I am going to go about achieving this)
Outcomes
(How I will know when I have
achieved them)
Time Frame
(When I will do this
by)
KPI 1 Monthly Sales Growth by 10% Can be achieved by focusing on sales Increase in sales growth by 10% 2 months
KPI 2 Reduce Cycle Time By charting tasks according to their deadline The time taken to complete a task is
reduced
3 months
KPI 3 Increase customer satisfaction by 5% Looking at some of the feedback of the customer
and planning according to the feedback
Customer Satisfaction is increased-
both verbally and on social media
6 months
KPI 4 Increase employee satisfaction by
25%
Looking at employee feedback and responding to
the common issues that employees face
The turnover rate would decrease and
employees would be more satisfied.
12 months
KPI 5 Improve team performance Removing the nob-performing members Team performance would increase,
which leads to an increase in overall
performance.
2 months

Learning and Development plan
Identify the skills and competencies required for the outcomes of the Performance Goals to be successfully achieved.
If gaps exist, prioritise development in this period, and note the others as 'to be developed in the next period'. You must identify at least three (3) areas for
development
Areas for development Actions
(How will this area for development be resolved? If
through training, please specify course name and where
possible, provide a link to the proposed development)
Timefram
<Enter details of the skills and behaviors the employee would like to
improve. This may be to improve outcomes or to develop new skills for
future career goals.>
For example – Improve customer service skills so that I can handle
complex enquiries.
<List agreed strategies to achieve the development>
eg. coaching, on-the-job training, external training
Goal 1 Improve customer service skills so that I can handle customer
complaints
On the job training 6 months
Goal 2 Improve the performance of the team so there is an increased
overall performance
Coaching, bonding excercises 6 months
Goal 3 Reduce the impact of rumors on the sales team Confidence building, coaching 2 months

Monitoring process
Identify the monitoring processes that will be used to ensure both the performance goals (KPIs) and the areas for development are achieved.
Performance goals Monitoring process Person responsible Timeframe
KPI 1 Monthly Sales Growth by 10% Financial Monitoring Manager 2 months
KPI 2 Reduce Cycle Time Technical Monitoring Sales Manager 3 months
KPI 3 Increase customer satisfaction by 5% Impact Monitoring Marketing and Sales Manager 6 months
KPI 4 Increase employee satisfaction by 25% Impact Monitoring Marketing and Sales Manager 12 months
KPI 5 Improve team performance Assumption Monitoring Team Leader 2 months
Areas for Development Monitoring process Person responsible Timeframe
Goal 1 Improve customer service skills so that I
can handle customer complaints
Impact Monitoring Manager 6 months
Goal 2 Improve the performance of the team so
there is an increased overall performance
Assumption Monitoring External Leader 6 months
Goal 3 Reduce the impact of rumors on the sales
team
Assumption Monitoring Manager 2 months

Signature and date (team member) Signature and date (supervisor/team leader)
References
Altgassen, M., Rendell, P. G., Bernhard, A., Henry, J. D., Bailey, P. E., Phillips, L. H., & Kliegel, M. (2015). Future thinking improves prospective memory performance
and plan enactment in older adults. The Quarterly Journal of Experimental Psychology, 68(1), 192-204.
Gupta, N., & Shaw, J. D. (2014). Employee compensation: The neglected area of HRM research. Human Resource Management Review, 24(1), 1-4.
Parmenter, D. (2015). Key performance indicators: developing, implementing, and using winning KPIs. John Wiley & Sons.
Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 43(2), 197-217.