Performance Review Process and Responsibilities Group HR Connect Group PLC

Performance Review Cycle Step 1 – Set goals & agree development actions (October) Step 2 – Monthly supervision/one to one meetings (October - February) Step 3 – Mid-Year Review Planning & Preparation (March) Step 4 –Mid-Year Review Meeting (April) Step 5 – Monthly supervision/one to one meetings (May - July) Step 6 –Year-end Review Planning & Preparation (August) Step 7 – Year-end Review Meeting (September) (Calibration ) (Calibration)

Roles & Responsibilities Stage 1 Set goals & agree development actions (October) Stage 2 Monthly supervision/one to one meetings (October - February) Stage 3 Mid-Year Review Planning & Preparation (March) Stage 4 Mid-Year Review Meeting (April) Stage 5 (May - July) Stage 6 Year-end Review Planning & Preparation (August) Stage 7 Year-end Review Meeting (September) Employee Arrange regular 1-2-1/supervision meetings with your line manager and regularly review your progress against goals, discussing achievements and/or barriers Complete your self assessment reviewing progress against previous years goals, identify your achievements, development requirements and opportunities (submit to your manager 2 weeks before the scheduled performance meeting) Come to the meeting prepared with your reflection of the past six months Come to the meeting prepared with your reflection of the past twelve months and ideas about your development. Understand the alignment to the wider business priorities Manager Set your employees goals and agree development actions for the coming year Conduct regular 1-2-1/supervision meetings reviewing progress against goals and development plans, capturing changes in priorities or expectations and adjusting goals and development plans where necessary Invite employee to their review meeting (provide at least 4 weeks notice). Once you received the self assessment, conduct own assessment of employee Review past six months with employee, providing feedback and encouraging contribution Invite employee to their performance meeting (provide at least 4 weeks notice). Once you receive the self assessment, conduct your own assessment of employee Review the past twelve months with your employee, providing feedback and encouraging contribution. Set and communicate performance expectations, expressing them as competencies and goals aligned to the business priorities