Performance appraisal

Performance appraisal: is a structured process for both you and your manager to discuss and agree key work objectives relevant to service delivery. This process also allows learning and development needs to be established to support you in carrying out your duties.

The performance appraisal process:

• develops understanding of how your role supports the achievement of the Council’s goals;
• raises awareness of the golden thread and key trends that link the resource and service plans;
• ensures you understand the standards of performance required for your post;
• identifies how you can be supported to continue developing your performance;
• provides an opportunity to discuss your performance; and
• where appropriate, allows the opportunity to build the evidence to substantiate grade progression.  

When you first start working with the council, or if you have returned from an extended period of leave, you should meet with your manager within the first 4 weeks of your return to agree your key work objectives and any training that is required.

The end of year performance appraisal will take place 12 months later and at this meeting, you will have the chance to discuss your performance over the past year, what has gone well and any challenges you have faced. You will also have the chance to discuss any learning and development needs you may have.  At this meeting your manager will rate your performance against your key work objectives and the behaviours for your job. 

To ensure a productive performance appraisal, both you and your manager should prepare for the meeting by considering specific examples of work or behaviour to illustrate these comments. There is no need for portfolios of evidence to illustrate your performance, but specific work examples, output or volumes may be discussed.

A copy of the performance appraisal form will be provided to you and this will lead to signed agreement between you, your manager and the reviewing manager.