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Performance Enhancement Calendar
Performance Enhancement Calendar
A 12-Month Transformational Guide for HR Leadership
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Strategic Leadership Guide for HRM Director
Purpose
This Performance Enhancement Calendar offers a theme-based guide designed to support the Director of Human Resource Management in advancing both personal and organization-wide performance.
It serves as an additional reference point for driving transformation by highlighting monthly priorities and collaborative practices that promote strategic alignment, accountability, engagement, and continuous development.
Application
Each month includes key prompts to foster meaningful dialogue, influence outcomes, and support progress across the Ministry's HR agenda.
Designed specifically for the Director, Human Resource Management Unit at the Ministry of People Development, this calendar provides a structured approach to transformational leadership throughout the year.
[You will get a similar level of rigor for all your roles.]
Month 1-3: Building Strategic Foundations
1
Month 1: Aligning HR with Strategic Intent
  • Engage SHRO in a strategy alignment discussion to connect HR goals with Ministry priorities
  • Support departments in identifying 3–5 priority HR initiatives linked to the Ministry's operational plan
  • Collaborate with Finance to frame HR investments as contributors to Ministry performance
  • Facilitate a team dialogue to define the HR brand and service promise for the year
  • Support SHRO in reviewing strategic appointments and succession gaps
  • Contribute to the development of an integrated HRM calendar for the Ministry
  • Craft and share a collaborative message from HRM to key departments, aligning on direction
2
Month 2: Embedding a Culture of Accountability
  • Initiate department-level conversations around role clarity and expectations
  • Collaborate with the Performance Management team to enhance appraisal templates using competencies
  • Prepare guidance materials to support managers in delivering developmental feedback
  • Support SHRO in gathering feedback on barriers to accountability across units
  • Promote shared ownership of outcomes in HRM team meetings and consultations
  • Work with HR Analytics to define and publish 2–3 key HR metrics
  • Mentor at least one manager in strengthening performance follow-through
3
Month 3: Optimizing Talent Flow
  • Coordinate a forecasting session with key departments to identify upcoming talent needs
  • Review internal mobility and secondment practices with SHRO and make recommendations for improvement
  • Initiate a working group to update strategic roles and core capabilities
  • Facilitate succession planning reviews with priority departments
  • Propose enhancements to the recruitment process that align with speed and quality
  • Apply the JD Unlocked process to modernize 2–3 critical JDs
  • Recognize a recent strategic appointment that supports long-term capability building
Month 4-6: Developing People and Culture
Month 4: Energizing Employee Engagement
  • Coordinate a 'voice check' pulse survey to capture employee experience insights
  • Promote 'stay conversations' as part of manager check-in routines
  • Collaborate with Communications to spotlight positive employee stories
  • Support departments in refreshing recognition practices
  • Host an HRM-led forum or open house to increase visibility and approachability
  • Track and share highlights from employee development journeys
  • Facilitate cross-functional discussions to strengthen engagement touchpoints
Month 5: Developing Managers as People Leaders
  • Propose a manager development series focusing on key leadership competencies
  • Collaborate with L&D to design coaching resources for team leaders
  • Encourage departments to recognize leadership growth in appraisals
  • Support managers in facilitating micro-learning sessions
  • Initiate a feedback mechanism to assess manager effectiveness in people leadership
  • Facilitate peer learning among managers through structured sharing forums
  • Strengthen onboarding processes for new people managers
Month 6: Strengthening Learning and Capability
  • Align all major L&D initiatives with the competency framework
  • Propose tools or templates for individual learning plans
  • Recognize and promote self-directed learning efforts
  • Encourage departments to formalize stretch assignments and job rotations
  • Launch or support peer-led learning circles or discussion groups
  • Invite Ministry leaders to contribute to learning sessions
  • Gather evidence of L&D impact through staff reflection and feedback
Month 7-9: Enhancing Systems and Wellbeing
1
Month 7: Transforming Performance Conversations
  • Partner with Performance Management to review and improve feedback tools
  • Coordinate development sessions on delivering growth-oriented feedback
  • Support the inclusion of future-focused questions in review forms
  • Promote discussions that acknowledge effort and progress, not just outcomes
  • Encourage a regular check-in culture across departments
  • Debrief team-level performance trends with senior HR leaders
  • Frame performance reviews as shared growth opportunities, not judgment events
2
Month 8: Advancing HR Digitalization
  • Initiate a discussion with IT on the current state of HR systems
  • Organize training for HR staff on Excel, HRIS tools, and digital reporting
  • Explore simple automation or digitization of frequent HR processes
  • Test chat-based or digital access points for HR support
  • Develop a dashboard or report template for HR data-sharing
  • Research new tools that promote fair and data-driven recruitment
  • Reinforce the message that technology supports — not replaces — people decisions
Month 9: Reinforcing Wellness and Resilience
  • Support the launch of weekly micro-wellness messages or nudges
  • Consult with directors on workload distribution and risks of burnout
  • Position HRM as a safe and trusted support hub for staff
  • Train supervisors on promoting psychological safety and active listening
  • Celebrate employee stories of perseverance and adaptability
  • Host or support wellness conversations and resilience-building sessions
  • Introduce resilience indicators into review discussions and feedback
Month 10-12: Closing the Year with Purpose
Month 10: Leading Inclusion and Equity
  • Work with HR Policy to review processes for fairness and consistency
  • Propose inclusive updates to job postings and interview panels
  • Support Communications in highlighting diverse stories across the Ministry
  • Present data on inclusion-related trends or disparities for discussion
  • Coordinate inclusive language workshops or quick training sessions
  • Provide safe channels for inclusion-related feedback and input
  • Highlight inclusion as a leadership competency across the Ministry
Month 11: Closing Gaps and Amplifying Wins
  • Host 'HR Year in Review' reflections to identify strengths and lessons
  • Partner with Talent Management to flag growth-ready individuals
  • Revive and reframe shelved initiatives with new momentum
  • Coordinate year-end appreciation efforts across units
  • Follow up on unresolved feedback or development commitments
  • Encourage closure of critical HR actions before year-end
  • Document key takeaways to inform 2026 planning sessions
Month 12: Planning Forward with Purpose
  • Co-lead strategic planning sessions for the next HR cycle with SHRO
  • Expand the competency framework to include new or future-facing roles
  • Draft aspirational HR KPIs tied to culture, leadership, and innovation
  • Schedule reflective conversations with key leaders and HR staff
  • Renew messaging that positions HRM as a partner in Ministry success
  • Streamline January deliverables to create early momentum
  • Send a message of gratitude and strategic intent to close the year
Senior Human Resource Officer Guide
This Performance Enhancement Calendar is designed to guide Senior Human Resource Officers in supporting HR transformation across the Ministry. Each monthly theme is supported by collaborative, impact-oriented actions that strengthen HR's role as a strategic enabler. Senior HR Officers are encouraged to engage with colleagues, departments, and leadership to help drive continuous improvement, people development, and service excellence.
Strategic Support
Align with Ministry objectives and departmental goals
People Development
Facilitate growth and capability building
Performance Enhancement
Support meaningful reviews and feedback
Culture Building
Promote wellness, inclusion and engagement
SHRO: Month 1-3 Focus Areas
1
Month 1: Understanding Strategic Priorities
  • Join strategic HR planning sessions to align with Ministry-wide objectives
  • Clarify your support role in achieving departmental and HRM goals
  • Collaborate on building an HR activity calendar that reflects key milestones
  • Meet with department heads to better understand their HR needs and goals
  • Help socialize the Ministry's HR vision with internal stakeholders
  • Support documentation and communication of strategic HR commitments
  • Reflect on how your role can elevate team performance this year
2
Month 2: Supporting Role Clarity and Accountability
  • Work with HRM leaders to update job descriptions using the competency framework
  • Facilitate conversations between supervisors and staff on expectations and performance focus
  • Assist in preparing performance appraisal documentation and reminders
  • Gather insights on barriers to accountability and share themes with the HRM team
  • Promote use of behavioral indicators in reviews and feedback
  • Support leaders in framing appraisal as a developmental opportunity
  • Model personal accountability through consistent follow-up and record-keeping
3
Month 3: Enhancing Talent Flow and Mobility
  • Collaborate on talent mapping initiatives to support succession planning
  • Update internal talent databases to reflect acting assignments, appointments, and readiness
  • Help analyze hiring trends and make suggestions for improving outreach
  • Contribute to shortlisting and scheduling exercises aligned with policy
  • Coordinate structured onboarding experiences in partnership with supervisors
  • Recognize promising internal talent and share observations with HRM leadership
  • Promote internal mobility as a driver of retention and morale
SHRO: Month 4-6 Focus Areas
Month 4: Strengthening Employee Engagement
  • Support pulse surveys or informal feedback exercises across departments
  • Compile feedback and observations into short insights reports for discussion
  • Encourage departments to celebrate effort and service in meaningful ways
  • Facilitate channels for open staff communication with HR
  • Document engagement challenges and bring forward recommendations
  • Participate in or lead wellness and appreciation activities
  • Reflect on team culture and identify small improvements you can influence
Month 5: Building Managerial Capability
  • Assist in designing or promoting tools for supervisory coaching and development
  • Support HR-led workshops that help managers become better people leaders
  • Gather feedback from staff on leadership behaviors they value
  • Encourage managers to lead short learning or sharing sessions
  • Help track and document manager participation in developmental activities
  • Share positive examples of manager-led development efforts
  • Model professionalism and leadership in your day-to-day interactions
Month 6: Advancing Learning and Capability Development
  • Help link training needs to competency gaps through team discussions
  • Facilitate creation or update of learning plans for key staff
  • Recognize and share stories of informal or self-directed learning
  • Promote use of internal mentorship and peer learning practices
  • Support tracking of learning attendance and outcomes with follow-up surveys
  • Assist in matching stretch assignments to employees based on growth potential
  • Create visibility for L&D as a pathway to performance improvement
SHRO: Month 7-9 Focus Areas
Month 7: Supporting Meaningful Performance Conversations
  • Contribute to tools or guides that help managers give effective feedback
  • Coordinate reminders and checklists that support timely mid-year reviews
  • Observe how performance conversations are managed and offer feedback to HRM
  • Promote fairness and consistency in review processes
  • Encourage use of reviews as planning tools, not just scorecards
  • Document common development themes to inform future training
  • Champion ongoing dialogue, not just annual check-ins
Month 8: Improving HR Digital Tools and Reporting
  • Support entry and validation of data in HR systems and trackers
  • Collaborate on basic dashboards that visualize HR priorities
  • Gather user feedback on current HR tools and raise improvement ideas
  • Help digitize forms and streamline processes where feasible
  • Assist in preparing simple HR reports for leadership review
  • Stay updated on new tools or platforms that could enhance service
  • Promote the value of data in making HR decisions
3
Month 9: Promoting Wellness and Resilience
  • Support wellness campaigns and team-based well-being activities
  • Observe patterns of stress or disengagement and share sensitively with HRM
  • Encourage team rituals that restore energy (e.g., team breaks, reflection moments)
  • Assist in training or briefings on psychological safety and support
  • Promote use of wellness resources available through the Ministry
  • Recognize and celebrate staff resilience and perseverance
  • Keep well-being as a lens in planning and communication efforts
SHRO: Month 10-12 Focus Areas
Month 10: Reinforcing Inclusion and Fairness
  • Review HR records and practices with an equity lens
  • Capture insights from departments on inclusiveness and access
  • Encourage inclusive language and behavior in all interactions
  • Coordinate feedback sessions on fairness in HR experiences
  • Support inclusive hiring practices by checking for bias in materials
  • Document and elevate ideas for improving representation or access
  • Live out inclusion by listening, affirming, and respecting all voices
Month 11: Consolidating Achievements and Closing Gaps
  • Help prepare end-of-year HR highlights reports with evidence of impact
  • Document outstanding issues or lessons to carry into the next year
  • Support HRM leadership in evaluating team performance progress
  • Encourage reflection on what worked and where adjustments are needed
  • Assist in year-end planning sessions and file reviews
  • Recognize contributions across units and departments
  • Celebrate team milestones and reinforce a forward-looking mindset
Month 12: Preparing for the Year Ahead
  • Support HR planning meetings and contribute ideas for improvement
  • Organize clean-up and readiness tasks for January deliverables
  • Help refresh templates and calendars for the new year
  • Assist in setting up a performance rhythm for Q1
  • Facilitate reflections on individual growth and team learning
  • Prepare welcome messages or updates for re-engaging staff post-holidays
  • Enter the new year with clarity, focus, and shared ownership of HR priorities
Implementation Resources
How to Use This Calendar
This Performance Enhancement Calendar is designed to be a flexible guide that supports your strategic HR leadership throughout the year. Here are some suggestions for implementation:
  • Review the monthly themes at the beginning of each quarter to plan ahead
  • Adapt the suggested actions to fit your specific Ministry context and priorities
  • Use the prompts as discussion points in team meetings and planning sessions
  • Track progress on key initiatives and celebrate achievements along the way
  • Share relevant sections with department heads to align expectations
Supporting Tools
Monthly Planner
Detailed worksheets for planning each month's activities and tracking outcomes
Templates Library
Ready-to-use documents for feedback, planning, and development activities
Progress Tracker
Tools for measuring impact and documenting HR transformation journey