Managing for Excellence - Our Approach to Performance Management
In this section you’ll find information about our approach to performance management, including our standards and expectations and how we’ll support you to achieve and maintain these.
Our people performance management process links our behaviours and individual objectives to our strategic aims and priorities. It helps us to understand the purpose of our roles and take responsibility for our own performance at work. All colleagues are expected to achieve high levels of performance, standards and behaviour linked to our values.
We expect managers and team members to have regular open and honest two-way conversations. This means having catch-ups on a 4-6 weekly basis. This will have a positive impact on performance, as well as improving engagement, wellbeing and resilience levels. To deliver this effectively, we expect managers to know if their team members are performing well and provide feedback on how they’re performing constructively and with respect. That means that colleagues are conducting themselves in a way that is guided by our values and delivering high-quality services, as defined in their objectives. Managers have responsibility for ensuring that these meetings take place.
If you’re a manager, support is available, including how to use:
coaching in one to one conversations,
developing team members through stretching activities, and
holding crucial conversations to address performance issues.
If you need additional support, contact the HR office on 86500.
Needing additional support?
We hope that you’ll always perform well in your role and meet the high standards we expect. If your performance falls below our expectations, we’ll address any issues with you in a fair and supportive way. The Improving Performance policy and procedures are intended as an aid to good management to help you improve and maintain your level of performance through positive management intervention and support. Wherever we can, we’ll try to resolve performance issues informally. Ask your manager if you’re not clear about what or how you need to improve and let them know if there’s anything you need from them. If things don’t improve, we’ll need to move into the formal process. This process contains details of the possible outcomes of each formal meeting. You should be aware that if your performance doesn’t improve, the final outcome could be dismissal. If a medical condition or disability may be affecting your performance, talk to your manager. We’ll always aim to support you and look for alternative and best outcomes for you and the organisation. And if you’re a manager and need advice, contact the HR Office on 86500.
We recognise that you may need additional support, so remember you can talk to your Trade Union representative if you’re a member, or our Employee Assistance Programme (EAP) provider. You can contact EAP in confidence on 0800 032 9849.