Performance Development Review - Future Directions CIC
Performance Development ReviewPurposeThe Performance Development Review (PDR) process plays a critical part inachieving Future Directions CIC objectives and helps each of us understandour contribution and the importance of our role in Future Directions CIC.1.IntroductionFuture Directions CIC is committed to the development of knowledge, skillsand experience for all staff in order to promote individual development andmeet services objectives. This document will provide a structured but flexiblesystem which is consistent across all staff groups. Performance andDevelopment Planning is fundamental to developing all staff within FutureDirections CIC.The Performance Development Review will provide the basis for continualstaff development, succession planning and career progression and secure aworkforce with the capacity to adapt to the challenges of Social CareProvision2.Objectives of Performance and DevelopmentReviewTo ensure that Future Directions CIC staff are able to:Review your performance against objectives and recognise andacknowledge your individual achievements and contributions over thepast year.Agree objectives and articulate clear expectations of your performancefor the next twelve months.Review your behaviours and ensure they reflect Future Directions CICvalues.Give you time to think about and identify appropriate learning anddevelopment needs for your role.Develop an appropriate PDP (Personal Development Plan) linked toyour objectives/ behaviours.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)1
To ensure that Future Directions CIC is able to:Provide individuals with feedback on their performance, strengths anddevelopmental needs.Align the contribution of individuals and teams to the mission andvalues of Future Directions CIC.Identify and agree learning and development needs for its staff in boththe short and longer term.Agree actions and objectives for the following year aligned with themission, vision and values of Future Directions CIC.3.Principles3.1All individuals will have a performance development review annually. Thefocus of the review will be to evaluate/assess the individual’s performanceand learning and development needs for their post. This will take placebetween the staff/reviewee and their Team Manager/Reviewer.3.2The performance and development review aims to strike a balance betweenreviewing performance, agreeing objectives, targets and/or activities andidentifying development areas that will help meet them. Included in this is themeeting of Future Directions CIC and/or your department’s strategicobjectives.3.3Future Directions CIC expects the Team Manager/Reviewer to have hadregular contact with the individual post holder and to have engaged in regulardiscussions/management supervisions throughout the year, providingconstructive feedback on their work and development. The performance anddevelopment review is an opportunity to think about this in a structured way.3.4If any issues/problems have been identified in an individual’s work ordevelopment during the year, these should be addressed at the time theyarise; they are not to be left until the performance and development review.Any disciplinary issues must be dealt with through the PerformanceImprovement Procedure.3.5Future Directions CIC endorses the principle of ‘no surprises’. The Reviewershould confirm and summarise feedback that has been ongoing and isconstructive to the individual.3.6The review will include overall performance in the post, the meeting of FutureDirections CIC and/or their department’s strategic objectives, and the meetingof previously determined personal learning and developmental objectives.3.7The Reviewer is required to prepare fully before the meeting and be preparedto present supporting evidence for all observations and conclusions.3.8The performance and development review will be properly scheduled. TheReviewer should schedule the meeting well in advance, giving at least 7 daysnotice to the individual.The review will typically take from 1 to 2 hours.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)2
There will be no interruptions.3.9The performance and development review is a two way interaction betweenthe Team Manager/Reviewer and the individual/reviewee. The performancedevelopment review will be conducted as a two sided exchange. FutureDirections CIC recognises how one to one discussion helps to assure theacceptance of outcomes as well as meaningful follow up action.3.10The Performance and development review will enable the individual postholder to link their performance to the overall effectiveness of theirdepartment and/or Future Directions CIC objectives.4.Applying the Process4.1Preparation for the Performance Development ReviewSection 1A: Review of my Overall PerformancePrior to the performance and development review, the Reviewer will contactthe individual to agree a mutually convenient date and time for the review.The Reviewer will provide the reviewee with Section 1A: Review of myoverall performance, and encourage them to complete this prior to theirmeeting. This provides the reviewee with the opportunity to reflect on theirperformance over the past twelve months.Section 1B: To be Completed by the ReviewerSection 1B should be completed by the reviewer prior to the meeting. Thisallows the reviewer to reflect on the reviewees performance over the pasttwelve months, their strengths, any areas for development and what learningand development needs they have in order to be able to carry out their roleeffectively.4.2When completing this form the reviewer should:Give concrete examples when discussing the revieweesperformance i.e. both strengths and areas for improvement.Give reasforIf there are areas for improvement/development, consider inadvance how these might be met.5.JointReviewDocumentation5.1On the agreed date, the Reviewer and the reviewee will meet to discuss theemployee’s performance and development over the previous year, review theapplication of knowledge and skills and how any learning or developmentactivity has improved the service. A personal development plan will bedeveloped and agreed.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)Discussion3andUseof
The individual will have the opportunity to discuss their progress and how theyare developing in the role. The Reviewer will provide honest and constructivefeedback.The Team Manager should provide constructive feedbackthroughout the year and therefore, in principle, there should be ‘no surprises’in this part of the discussion.5.2Personal Information FormAt the beginning of the meeting the reviewer should complete the PersonalInformation Form.5.3Joint Review DiscussionSection 1A: Review of my overall performance and Section 1B: To becompleted by the Reviewer which will have been completed prior to themeeting, should form the basis of the two way discussion on the revieweesoverall performance and development over the last 12 months and help toidentify objectives for the next 12 months5.4Section 2: Review of last years objectivesIdentifies which objectives from the previous 12 months have beenmet, which have not been met and why. The reviewer and revieweecan the jointly identify and agree ongoing and new objectives for thenext 12 month period5.5Section 3: My Career AspirationsThis can be used as a prompt for reflexion and discussion around careerdevelopment and progression. How do you see your future? How do you seeyour career developing?5.6Section 4: How my role supports delivery of Future Directions CIC keyvalues and prioritiesThis form will be used to set out the key performance objectives for thereviewee for the following 12 month period. They should be linked to FutureDirections CIC mission, vision, values and priorities. The objectives should beagreed on by both the reviewee and the reviewer. The objectives should be:Simple and Specific - what in particular needs to be achieved?Measurable- how will you know whether you have met the objective or not?How will you measure it?Achievable - can you achieve them; do you have sufficient resources, andthe right skills and knowledge?Relevant- are they specifically linked to the work you do?Timed - when do you want to achieve them?5.7Section 5: Personal Development PlanPersonal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)4
This form should be completed as part of a joint discussion on the revieweeslearning and development needs and how these can be met. The priority is toidentify learning and development needs that will provide the individual withthe necessary skills to enable them to carry out their job effectively.Statutory and Mandatory training needs should also be discussed and clearlyidentified to meet Future Directions CIC training standards.The Personal Development Plan should be linked to Future Directions CIC’smission, vision, values and priorities outlined on page 3 and 4 of “MyPerformance Development Review” paperwork.5.8Section 6: Progress ReviewThis form will be used at each review discussion of the objectives set at theannual Performance and Development Review meeting. Use it to record:5.9 Progress made in relation to objectives Any issues preventing achievement of objectives and solutions tothese Any new objectives set Feedback from reviewer on reviewees performance. A copy shouldbe kept by the reviewer for their records in a secure place and acopy given to the reviewee for their personal records.Section 7: Record of Performance and Development ReviewOnce the Performance and Development review has been completed the,Section 7: Record of Performance and Development Review form should becompleted and returned to the Marle House to be recorded on the stafftraining database.It is important that these details are recorded on the system in order tomonitor Future Directions CIC standards and Quality Assurance Program.Paperwork completed as part of the Performance Development Reviewprocess should be completed in partnership between the Reviewee andReviewer.6.Storing Of Documentation6.1All documentation related to the Performance and Development review isconfidential and will be securely stored. The individual post holder has a copyof their performance development review documentation which will be storedin their personal development portfolios.6.2All documentation must be jointly signed by the individual/reviewee and theTeam Manager/Reviewer.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)5
Performance Development ReviewAppendix AGUIDANCE NOTES FOR THE REVIEWER1.All Reviewers will have received training prior to conducting their firstPerformance and Development Review.2.Arrange the review in advance giving at least 7 days notice.3.The review time is protected time.4.The meeting should be held in a room where there will be no interruptionse.g. phones ringing.5.Arrange refreshments.6.All Reviewers will be guided by the principle of ‘no surprises’ in thePerformance and Development Review Process.7.Begin by explaining the purpose and scope of the review. This will beparticularly important and may take more time when the review is theindividuals first.8.Prepare properly, following regular contact with the individual over the 12months, this is the time to give structured feedback on their work against thejob description.Discuss the job in terms of its application of skills required.Encourage the individual to discuss their achievements and developmentareas.Consider the evidence brought by the individual.Offer examples of what the individual has done well and examples ofthings that have not gone so well.Provide feedback in a way that focuses on what the individual had donenot on what they are like.Discuss with individual how far agreed development objectives have beenmet.Discuss evidence to support any development decisions made with theindividual and record this in their personal development plan.Work jointly with the individual to identify where the individual needsfurther development and the areas that are most important.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)6
Agree personal development decisions with the individual.8.Facilitate a joint discussion between self and individual, managing differentpoints of view.Encourage the individual who is being reviewed to take an active part inthe review.Encourage the individual to speak.Listen to what they have to say.9.Jointly compile the individual’s Objectives and Personal Development Plan.10.Complete jointly with individual the appropriate documentation.Ensure that all documentation is signed where required by both self andindividual.Make sure the individual has a signed copy of the Performance andDevelopment Review Forms.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)7
Performance Development ReviewAppendix BPERFORMANCE and DEVELOPMENTREVIEW(APPRAISAL)Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)8
Personal InformationBefore completing your PDR documentation, you should readthrough the guidance notes attachedDatePlace of WorkJob TitleName of RevieweeName of ReviewerPersonal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)9
OUR MISSIONTo promote recovery and quality of life through effective, innovative and caring health, social careand specialist community services.Our Mission:To be the best provider for all the services we deliverOur Values:1.Quality - Delivering Safe and Effective Person CentredServices2.Respect - Valuing the Unique Contribution of EachIndividual3.Innovation - Driving Originality of Service Design andDelivery By Appropriate Research And Evidence BasedPractice4.Value – Delivering Best Value and Efficient Use of Resources5.Collaboration - Building Partnerships and Co-Operation byEngagement, Involvement and Joint Effort6.Partnership - Working Together to Achieve More7.Growth – Bringing Opportunities for Investment and inService DevelopmentPersonal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)10
Section 1A: Review of my overall performancePrior to your PDP - think back over the last twelve months and answerthe following questions:-1.My overall performance was.2.Key areas of achievement have been.3.I feel I could improve on.5.Areas of frustration have been.6.This year I would like my contribution to be.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)11
Section 1A: Review of my overall performancePrior to your PDP - think back over the last twelve months and answerthe following questions:-7.I have kept up to date with all of my statutory and core trainingrequirements Yes8. NoIf no, why and how will you get up to date with statutory and coretraining requirement.Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)12
Section 1B: To be completed by the Reviewer1.Has the reviewee met their objectives in the past year? If no,please comment why.2.Please comment on the reviewee’s overall performance this pastyear.1.What are the reviewee’s key areas of strengths and areas fordevelopment? (Please ensure that person’s strengths andareas for development are Reflected and considered in theirpersonal development plan on page 11).Personal Development Review PolicyIssue Date: Jan 2013Review Date: Jan 2015 (Bi- Annual)13
Section 2: Review of last years objectivesDuring your PDR, discuss with your reviewer the following questions1. The objectives I have met over the last year are.
Performance Development Review Purpose The Performance Development Review (PDR) process plays a critical part in achieving Future Directions CIC objectives and helps each of us understand our contribution and the importa
1 EOC Review Unit EOC Review Unit Table of Contents LEFT RIGHT Table of Contents 1 REVIEW Intro 2 REVIEW Intro 3 REVIEW Success Starters 4 REVIEW Success Starters 5 REVIEW Success Starters 6 REVIEW Outline 7 REVIEW Outline 8 REVIEW Outline 9 Step 3: Vocab 10 Step 4: Branch Breakdown 11 Step 6 Choice 12 Step 5: Checks and Balances 13 Step 8: Vocab 14 Step 7: Constitution 15
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The Performance Evaluation program is designed to assist managers and employees in improving both individual and organizational performance. It is more than evaluation of past performance – it is goal setting for the future, and identification of personal and professional development needs for the employee.
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