Performance Partnership Program
The Performance Partnership Program (PPP) is a performance management system that incorporates a positive approach to solving performance problems as well as recognizing and encouraging good performance.
PPP emphasizes:
• Mutual Respect
• Effective Communication
• Constructive Feedback
• Employee Responsibility
• Commitment to High Work Standards
• Positive Reinforcement
PPP is designed to correct performance deficiencies and build commitment through coaching and counseling in a respectful, non-threatening way. It eliminates the use of punishment as a means to correct problems. Ultimately, the program is intended to create an environment that is conducive to employees making positive changes in their performance and sustaining those changes.
Employee Groups Subject to the Performance Partnership Program
Steps of the Performance Partnership Program
Performance Partnership Program Supervisory Training
For more information about the program, manual/templates for supervisor use, or questions, contact Nichole Hemming, PPP Coordinator, 333-3105.
Employee Groups Subject to the Performance Partnership Program
All Open Range Civil Service employees are subject to the Performance Partnership Program. In addition, employees represented by the following Unions are subject to the Performance Partnership Program. (Click on Union name to access collective bargaining agreement containing PPP provisions.)
• AFSCME 698
• AFSCME 3700
• SEIU Local 119 (Building Service)
• SEIU Local 119 (Food Service)
• IUOE Local 399 (Power Plant)
• IUOE Local 399 (Service Maintenance)
• LIUNA Local 703
• IBEW Local 51
For more information about the program, manual/templates for supervisor use, or questions, contact Nichole Hemming, PPP Coordinator, 333-3105.
Steps of the Performance Partnership Program
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Positive Steps:
- 1. Positive Contact
- 2. Positive Recognition
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Corrective Actions:
- Informal
- 1. Constructive Contact
- 2. Performance Improvement Discussion (PID)
- Formal
- 3. Work Performance Reminder (WPR) – Active for 6 months*
- 4. Written Reminder (WR) – Active for 1 year*
- 5. Decision Making Leave (DML) – Active for 2 years*
*Provided there is no other formal corrective action during this time period.
For more information about the program, manual/templates for supervisor use, or questions, contact Nichole Hemming, PPP Coordinator, 333-3105.
Performance Partnership Program Supervisory Training
PPP Supervisory Training provides supervisors with a working knowledge of the PPP program including the underlying philosophy, the major tenets, and the steps of the program. The training sessions are offered on a quarterly basis.
Who Should Attend?
PPP Supervisory Training is strongly recommended for newly appointed supervisors of employees whose performance is subject to PPP. Current supervisors who would like a refresher may also attend.
What Will Be Covered?
• Positive, informal, and formal corrective actions under the PPP program
• The importance of recognizing and reinforcing good performance
• The role of progressive discipline
• Steps to prepare for and conduct informal and formal corrective discussions
• Essential elements for providing effective feedback
• Documenting employee performance
Upcoming Training
There are no scheduled training sessions at this time. They will be added to this page once scheduled.
The training is free. Advance online registration is required. Click here to register.
For more information about the program, manual/templates for supervisor use, or questions, contact Nichole Hemming, PPP Coordinator, 333-3105.