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Use the request link on the relevant service card. Share your goals, current materials, workforce size, and desired timing.
Discuss your project →Wichita and remote HR consulting
Performance Management and Accountability
Give managers practical expectations, feedback processes, and documentation tools.
Discuss your needsPerformance and accountability
Give managers a fair, consistent way to lead performance.
We design expectations, documentation practices, corrective-action tools, and review processes that make accountability clearer for employees and managers.
Performance Review Toolkit
Starting at $500One review form, rating definitions, and manager instructions, with two revision rounds. Full performance-system design is separate.
Request this service →Performance Improvement Plan Support
Starting at $400 per caseOne consultation, a customized PIP, and follow-up documentation tools for one employee case. Ongoing case management is scoped separately.
Request this service →Performance Management System Design
$3,000 - $6,000Design expectations, review cycles, documentation, responsibilities, and implementation guidance as a connected system.
Request this service →Corrective Action Framework Development
$1,500Develop a consistent corrective-action process, documentation tools, and manager guidance.
Request this service →Supervisor Documentation Training
$750 per sessionA practical group session on documenting performance concerns and follow-through; duration and attendance are agreed in scope.
Request this service →Goal Setting System Development
$1,500Create a consistent approach to setting, tracking, and reviewing employee goals.
Request this service →Annual Review Process Design
$2,000 - $4,000Design the review cycle, responsibilities, tools, and manager preparation.
Request this service →Accountability Framework Package
$5,000 - $10,000Combine agreed expectations, documentation, and manager practices into an implementation project.
Request this service →Choose a document, a manager skill, or a complete process
A review form or PIP can support a defined need. A performance system additionally needs communicated standards, manager capability, review timing, decision authority, and follow-up. Select the scope that addresses the actual gap.
Start with job expectations, current forms, the review process, and examples described without unnecessary employee-identifying information. Sensitive case records should use an agreed information channel.
- Confirm observable success criteria and review dates.
- Identify who approves employment decisions and checks consistency.
- Train managers on factual documentation and escalation.
Read the performance documentation guide or explore manager coaching and training.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
A review framework tied to development
The founder previously designed self-assessments, manager evaluations, competency measures, goals, and development plans, and connected review information to compensation analysis.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Performance Management and Accountability FAQs
Do we need a review toolkit or a complete performance system?
The toolkit starts at $500 and supplies one review form, rating definitions, and manager instructions with two revision rounds. Full system design, at $3,000–$6,000, connects expectations, review cycles, documentation, responsibilities, and implementation guidance.
Can you help with a performance improvement plan for one employee?
Yes. PIP support starts at $400 per case and includes one consultation, a customized plan, and follow-up documentation tools. Ongoing case management is separate, and the employer retains employment decisions.
Can performance reviews connect to goals and development?
Yes. We can scope review criteria, employee goals, development planning, and manager follow-up as connected parts of a performance process. Compensation-related decision processes must be expressly defined in the engagement.
Will managers receive training on using the tools?
Supervisor Documentation Training is available at $750 per session. Training, participant counts, session length, and practical materials are agreed in scope rather than assumed to be included with every form or system project.
What should we prepare for a performance-management project?
Bring job expectations, existing review forms, rating definitions, the review calendar, and current approval responsibilities. Share sensitive employee case records only through the agreed information channel.
Make expectations usable before the next review cycle
Define job expectations, feedback cadence, documentation standards, review criteria, and escalation. Practice using the tools with managers so a form does not become a substitute for a conversation.
Responsibilities and scope
Leadership approves standards and employment actions. Managers provide factual examples, hear employee responses, document support, and complete follow-up. Define which roles, forms, training sessions, and review cycles are included.
What useful progress looks like
Review documentation quality, follow-up completion, unresolved expectations, and manager consistency. Counts of disciplinary actions alone do not demonstrate better performance.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
Performance Management and Accountability
Discuss your needsNot sure? Explore the assessment →