Behaviours Framework

The council has modernised its approach to performance review to ensure that it is consistent with best practice and encourages engagement and high performance from all employees of the council.  The new process applies to all employees except teachers who have a different process called PRD.

Perform, develop, contribute - behaviours framework is a pathway for all employees and it will support how we recruit, develop and promote our employees.  The behaviours framework is a set of principles which will help to create a positive culture and working environment for all employees.  It supports self assessment of performance and encourages reflective discussion between manager and employee.  The focus of the discussion will be performance, development and improvement with a joint approach to objective setting. The council recognises that each employee has a unique role in contributing to the achievements of South Lanarkshire Council as it delivers on its objectives as stated in Connect – the council plan.

There are five behaviours and three levels.  The five behaviours set out how the council, as an employer, expects employees to perform and engage with customers, colleagues, partner agencies and the general public and they apply to all employees.  There are 3 levels based on your role within the council, each level builds on the previous level.

Appraisal form and cycle

The appraisal forms have been reviewed and updated and includes a ‘my contribution’ section to allow employees to review their success and challenges. The form covers the five required behaviours, key work objectives, learning and development and career aspirations.  Blank and sample forms are available here.

Perform, develop, contribute will be an annual cycle. For most current employees the year will begin and end between February and May each year and there will be a minimum of two meetings per year beginning/end of year and six monthly review meeting.   Employees can also request a meeting with their manager at any time to discuss either personal or work related matters.

Quality improvement

Employees and managers who have undertaken a performance appraisal using the new forms and framework will be randomly sampled and will receive a questionnaire to check their experience of the process and to seek feedback on where improvements could be made.

Training and support

The framework and forms are supported by the ‘Guidance for Managers and Employees’ which gives helpful advice and useful tools to help in preparing for the meeting, participating in the appraisal, setting key work objectives and having a constructive and meaningful discussion.

A mandatory learn on line has been developed. The title is Understanding Performance Appraisal and can be accessed through the ‘learn on line’ portal on the intranet.

This learn on line is supported by further learning which complements the performance appraisal training and all managers and employees are encouraged to undertake this training and it will make the process easier and more meaningful for both parties:

• Learning styles
• Giving and receiving feedback
• Coaching behaviours
• Assertiveness skills and techniques
• Active body language
• Active listening

This is not an exhaustive list and there will be many other courses within the personal development area of learn on line that you may find relevant to the appraisal process.