All set for Performance Reviews



Managing Performance (rawpixel)-649906-unsplash

Most Performance and Management Review cycles begin in April to coincide with the financial year. This means that we have just begun the last phase of the 2018/9 cycle. Are you ready to make the most of your employer’s procedures?


· Supporting evidence

If you are not in the habit of keeping evidence to support the marking that you think you deserve – start now! Your manager can’t be expected to remember all the exemplary examples of excellence from you or your team. If they can, the examples are too few and far between; which would raise a question about consistency. Make a note of your evidence as it arises. Choose your best two from each day to record. That way you can select the most appropriate for any point you need to make. If you find yourself short on any examples which are important for your progression, you have more time to seek out development opportunities. It’s better to have too many than too few.

!! Be mindful of confidentiality and data protection. It is best not to use client’s names, addresses or contact details in your notes.


· Mid-year reviews

You should be having at least one mid-year review with your line manager before the end of this final phase of the process. Ideally that should be in about 6 weeks’ time. Have you got a date set for it yet? If not – arrange one with your manager now. Appraisal systems are management tools which enable both staff and managers to have continuous dialogue about workplace performance. Whether your work is fantastic or not quite meeting the mark, you should not be hearing it for the first time at the end of the appraisal period. Mid-year reviews enable you to address any key performance indicators at a steady pace.


· Fail to prepare; prepare to fail!

Your employer’s appraisal system will come with templates which are designed to guide you through the process. Make sure you complete these templates as you go along. There is nothing worse than working consistently hard throughout the year, then scrambling to complete your appraisal paperwork half an hour before you meet with your manager. Don’t wait for your manager to provide the paperwork for you. You are one of many, many tasks that your manager is thinking about, so you need to make yourself the priority.


· Get ready for next year

Have you set yourself some goals yet? How will they fit in with your life outside of work? Having a short-term, medium-term and long-term plan will help you to get back on track if anything interrupts your progression. Think about who you might need on your side and make a point of checking in with them regularly to maintain focus.


· Don’t be shy

Whether it’s additional endorsements, pay or information you need - if you don’t ask – you won’t get! Knowing who to ask can be a bit of a minefield – especially if you are fairly new to a team or system.


If you need to have a confidential ‘off the record’ chat with someone about your appraisal or development opportunities, your local trade union representative should be a good resource. Alternatively, let’s have your queries and concerns with your contact details to seriousaboutsolutions@gmail.com and someone will get back to you.


Good luck


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