Appraisal and Performance Review Policy. February 2014
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1 Appraisal and Performance Review Policy February 2014
2 Course objectives Introduction why the Policy was changed Performance Management Framework The underlying principles behind the Appraisal and Performance Review Policy How to use the Policy Resources and Guidance After the Performance Review Considerations
3 Introduction The Trusts vision is: "To be recognised as a world-class hospital, leading the field through innovative healthcare solutions focused on the best outcome for our patients delivered in a safe, caring and inspiring environment. This depends on every staff member performing well Link between effective performance and effective review. Listening into Action identified that the appraisal system needed to be reviewed. This Policy has been developed following consultation with all staff groups. In February 2014 the new and updated Appraisal and Performance Review Policy was launched.
4 Performance Management Framework Performance Review and Appraisal Management & Leadership Development Programme Total Reward and Recognition Employee Talent Management Capability and Conduct Development Succession Planning
5 Guiding Principles Principle 1 Fundamental Right All staff have a fundamental right to come to work and: Understand what is expected of them. Understand how they are performing against those expectations. Understand where they need to improve and develop.
6 Guiding Principles Principle 2 Application This Policy will apply to all non-medical employees of the Trust.
7 Guiding Principles Principle 3 Continuous Development Development is not a one off or intermittent event (i.e. performance review meeting). One to ones with staff. Mid-Year Reviews. On-going feedback on all issues (good or bad). Spotting and encouraging talent and those who want to progress
8 Guiding Principles Principle 3 Continuous Development continued 1-1s: 1-1 s should occur on a regular basis. Should occur at least every quarter If busy -think creatively They ensure on task with objectives set. They discuss on-going positive feedback, development or concerns. They feed into the yearly performance review conversation
9 Guiding Principles Principle 4 Meaningful Process Meaningful at all times. On-going development and yearly performance reviews must be meaningful and not just a tick box exercise. Flexibility around setting competencies (professional body requirements). Timing of performance reviews Protected time
10 Guiding Principles Principle 5 -Meaningful Objectives. Objectives set must be: Centred around patient care Relevant to the overall Trust objectives In line with the departments objectives And have the staff members development in mind SMART (Specific, Measurable, Achievable, Realistic and Timebound. Effective professional competencies. Keep in mind Talent and Succession Planning Can be adjusted
11 Guiding Principles Principle 6 -Values and Behaviours. The Trust is committed to engaging and developing staff in its values and a high standard of behaviours. These are reflected throughout this framework. Behavioural and Values Competencies Form 360 Feedback
12 Guiding Principles Principle 7 Shared Responsibility Both employees and managers share responsibility for ensuring performance reviews and personal development takes place and is part of everyday practice.
13 How to use the Policy and Documents Example Document Refer to example in Performance Management Framework (via intranet page 23) nt/review_policy.htm
14 How to use the Policy and Documents Overall Performance Grading A Exceptional Continually meeting and exceeding all objectives and behaviours B Very Good Meets all objectives and behaviours and often exceeding in some C Satisfactory/Good Meets most but not all objectives and behaviours D Needs Improvement/Development Achieving few key objectives and behaviours (Consideration for Performance Management) E Poor (Performance Management Required) Failed to achieve any key objectives and behaviours and requirements of the role.
15 Resources and Guidance 1-1/Mid-Year Review record of meeting template Information on 360 Feedback for Senior Leaders (8b and above) Development and Training Resource Directory PHT Strategic Aims PHT Strategic Aims and Objectives Information on KSF (Key Skills Framework) Discussing Health and Wellbeing in Performance Reviews Desktop Review Pay Circular (AforC) 2/2013 Sample Performance Review Document
16 After the Performance Review Manager: File paperwork in personal file Complete ESR Book 1-1 s and Mid-Year Review Fulfil your agreements/promises Employee: Keep up to date with Continued Professional Development (CPD) Plan Provide regular feedback to your manager Be responsible
17 (Appraisal) Performance Review Policy Considerations: Agreeing the Overall Performance Grade Band 8c, 8d and 9 -No progression through an increment/withdrawal of increment 1-1s and Mid Year Reviews Protected Time Timing of Performance Review Setting Competencies What are your departmental/team objectives and goals?
18 (Appraisal) Performance Review Policy Any Questions? Tel:
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