Performance management cycles

The Performance Appraisal process provides you with a framework to follow when setting key work objectives and competencies for managing your team and individual performance. Within the appraisal process there is a direct link to the identification of learning and development requirements to support employees.

New or returning employees

If you have a new member of staff or a member of staff moving into a temporary post, a new appraisal should be carried out to cover their new responsibilities within 4 weeks of their appointment. This also applies to staff returning to work after a long term break such as maternity leave or career break. The timescale for this appraisal should be set to take the employee up to the normal performance appraisal cycle.

Interim reviews (some operational areas, by agreement may not use this process)

Interim reviews will take place six months into the reviewing year, usually between October and November. 

At the appraisal you should provide feedback to the employee on their progress in terms of the behaviours for their role and their performance in relation to their key work objectives. This meeting is an opportunity to amend, reflect or change the key work objectives that were previously set.

This meeting also provides an opportunity to provide ongoing support and feedback on the employees performance and to reflect on progress or amendments to agreed learning and development.

End of year review

Each year it is your responsibility to schedule and conduct the review meetings with your employees. These need to be held 12 months after the initial meeting, usually between May and June. If you are anticipating difficulty in achieving this target date, you should discuss this with your Reviewing Manager without delay.

The end of year review provides an opportunity to prepare and share information and provide feedback on what has gone well over the past year as well as the key challenges and difficulties that were faced. The meeting also provides an opportunity to discuss performance in relation to the key work objectives that were set at the start of the year and the behaviours for the role. You may also reflect on the effectiveness of any learning and development that has been undertaken.

The review allows you the opportunity to provide an overall assessment of the employee and identify the employees' career development potential, i.e. content in current role, requires development to progress beyond current role or is ready for progression.

Learning and development

It is an essential part of the performance appraisal process that you discuss the learning and development needs of your staff. Once complete this information should be stored on Oracle Fusion under "Additional Assignment Information" by completing the relevent fields.