Performance Achievement a quick reference guide to FOLLOW UP DOCUMENTATION 2

Performance Achievement FOLLOW UP DOCUMENTATION Most people will undertake three reviews during the course of the annual performance achievement cycle. The first to set your objectives, the second for the mid-year review and of course the end-of-year review – which also should be the start of the process for the following year. However there may be circumstances where you may need to do additional reviews, for example if you should change jobs

Setting Objectives You will have set you objectives at the first meeting with your manager and you will have been working towards their achievement discussing progress with your line manager/team leader as you go along.

First Review Meeting Interim review Manager’s observations arising from discussion (be positive and constructive) [Name] has progressed well and has now able to conduct venepuncture and cannulation procedures under supervision Staff Member’s comment: I believe I am well on track towards the completion of this objective Date: Manager’s signature Staff member’s signature At six months you will formally review progress with your line manager. You may want to bring along some evidence of your progress. Once the review is discussed, your line manager/team leader will add their observations and you will have the opportunity to add your comments. After completion it will be dated and signed by both you and your line manager

End-of-Year Review End of year review Manager’s observations arising from discussion (be positive and constructive) [Name] is now proficient in both venepuncture and cannulation and is able to practice both unsupervised Staff Member’s comment: I am now proficient in both venepuncture and cannulation and can practice both procedures unsupervised Date: Manager’s signature Staff member’s signature (Do you wish to have a further discussion with your second tier manager? YES/NO (delete as appropriate) The end of year review follows the same format. By now you should have achieved your agreed objectives. Where these have not been fully achieved, this should be discussed with your line manager. If in exceptional circumstances you wish to have a further discussion with your second tier manager delete the YES/NO as appropriate in the signature box and your the line manager will forward the Performance Achievement documentation to his/her manager.

What Happens now to the forms? You will be given a copy; Your line manager/team leader will retain a copy; and A third copy will be sent to the National Director, Chief Officer, Chief Executive, Director of Nursing, Hospital Manager (or designated person) for – inclusion in your official personnel file as part of your record of employment in your current role. (This means that the completed performance achievement documentation cannot be taken into account as part of recruitment processes.) Informing the statistical records in respect of the Performance Achievement process Informing a training needs analysis of staff. You will be given a copy; Your line manager/team leader will retain a copy; and A third copy will be maintained for – inclusion in your official personnel file as part of your record of employment in your current role. Informing the statistical records in respect of the Performance Achievement process Informing a training needs analysis of staff. Its worth noting that performance achievement documentation will not be taken into account as part of any recruitment processes.

Performance Achievement a quick reference guide to FOLLOW UP DOCUMENTATION 8