What PEP is all about & at what point of time it is done?

Can anybody help me to understand what PEP is all about & at what point of time it is done & what are the outcome of it?

PEP PROGRAMS
There are two PEPs in HR.
One is the PEP= PROFESSIONAL ENHANCEMENT PROGRAMS
FOR THE EMPLOYEES .
These trainings are conducted in-house by trainers
as well as in the community by volunteer trainers
for the local population.
THESE PROGRAMS could include
-presentation skills
-managing projects
-effective team leadership
-writing skills
-training skills
-communication skills
-personal effectiveness
-mediation skills
-reaching others
-running successful meetings
-representing community
-working with community
-conflict resolution
-working in partnership
-neighbourhood management
etc etc.
=============================
The second PEP in HR
is the PERFORMANCE EVALUATION PROGRAM
WHICH is carried out by the supervisor/ manager
on the employee to determine the
TOTAL COMPENSATION for the said period
which include
-base salary
-merit increase
-financial benefits
-non financcial benefits like medical etc etc
regards
LEO LINGHAM

Thnk you LEO LINGHAM
But i guess, it has got to do some things more in addition to what you have mentioned. I guess PEP is more appropriate or used when an employees performance is evaluated more in case of sales & marketing where their productivity is measured say immediatley after 30 days/60 days of their joining?
As per my understanding, i guess at the end of 30/60 days the employee is evaluated by their supervisor to assess their performance, where the employer feels the employee has performed average, the employer will set some standards/ target , improvement areas, strategy to go about.
The employer would work together with him to ensure he hits the target & performs better.
Any comment/suggestion???????????/

PEP
YES , PEP is applied to a number of areas
-SALES
-PRODUCT MANAGEMENT
-PRODUCTION
-CUSTOMER SERVICE
ETC.
IN case of SALES,
it can be applied to
NEW EMPLOYEES at every three months
SELECTED EMPLOYEES , at every six months
EXPERIENCED employees , every 12 months.
THE PROCESS IS THE SAME
-review / analysis
-identfication of gaps in performance [ quantitative/ qualititative'
-new performance targets agreed
-resources allocated
-rewards as incentivation to develop and perform.
regards
LEO LINGHAM