Performance, management and appraisal

Performance Management and Appraisal

In this section:

Arrow Setting objectives

Arrow Managerial, Clinical and Safeguarding Supervision

Arrow Annual review

Arrow A Focus on You

 

 

Setting objectives

It is important to set objectives and monitor how colleagues are working towards meeting them.

In our organisation, objectives are recorded in a document called 'All about me'. This is shared between you and your manager. 

In our organisation, objectives are recorded in a document called 'A Focus on You'. This is shared between you and your manager.

When setting objectives, you and your managers will consider: performance, development and career conversations.

Objectives should be co-created.

  • What is important to you?
  • What are your strengths?
  • How your objectives align with the team and organisational objectives?
  • Are they simple and SMART?
    • Specific - What do I want to accomplish?
    • Measurable: How will I know when it is accomplished?
    • Achievable: How can the goal be achieved? What obstacles may need to be overcome?
    • Relevant: In what way is this objective aligned to the wider team / Trust objectives?
    • Time bound: When does the objective need to be completed by?

 

 

We each have a voice that counts

Managerial, Clinical and Safeguarding Supervision

Clinical and managerial supervision, as well as safeguarding supervision are vital for safe, supportive and effective performance that ensure high quality patient care. These will be provided to you by your manager or a designated person.

It is important to ensure you schedule these in your diaries.

Your manager and you should both set time aside to plan for them.

You will have supervision more frequently while you are new in role and these meetings are a chance to ask questions and seek clarification as well as a time for reflection and planning.

Each colleague is responsible for updating their supervision record. Your manager should ensure you know where and how to access this on Connect (staff Intranet site).

Ideally, your manager should aim to meet you for managerial supervision:

  • In your first week.
  • During week 4 or 5.
  • During week 8 or 9.
  • During week 12 or 13.

Discussion themes and actions taken should be recorded in the All About Me document.

These meetings are an opportunity to also cover aspects of the local induction checklist - personal development planning, learning needs identification and completing the Wellbeing plan - How are you doing?

 

 

We each have a voice that counts

Annual review

You should have your first annual review / appraisal within 6 months of starting in post.

This is so that your initial performance can be measured, role specific objectives can be set and any areas for support and development can be identified.

A further annual review / appraisal should take place by the end of 12 months in post.

The format of the conversation can be found in the A Focus on You document. Discussion themes and objectives should be recorded here and referred to during subsequent supervision sessions.

 

 

A Focus on You

The appraisal paperwork we now use was co-created with colleagues. It has been designed to have a focus on regular quality conversations which focus on colleague development and link to management one to one conversations throughout the year.

All of the resources to support you to prepare for your appraisal, or to help you deliver effective appraisals if you are going to be in a management role, can be found on Connect (staff Intranet site) under Annual Review.