Who is involved in the performance management process?
1. We all have particular responsibilities in the process. • Job Holders have a responsibility to: • take responsibility for their own performance; • consider their role and contribution to the organisation’s aims; • contribute to the setting of SMART objectives; • help to identify how objectives and areas of competence will be evidenced and demonstrated; • help to identify any areas of personal development that should be supported; and • help to identify any skills gaps and remedies to reduce them; and • provide a self assessment in advance of in-year and end-year reviews. • Reporting Officers have a responsibility to: • discuss and agree reporting standards with the countersigning officer and the Head of Office; • provide the job holder with their job role, and competence profile; • discuss objectives and agree all aspects of performance and developmental needs with the job holder; • monitor progress and provide on-going support and regular, constructive feedback; • undertake in-year
Related Questions
- Was the process to withhold increments too poor for effective application? Why does management believe performance based pay system is more effective, efficient, showing how we value our employees?
- Would the performance management process continue if the member of staff moved jobs during the process?
- What are the costs involved with the PerformSmart Performance Management Solution?
