1. Planning an employees performance – Part 2
What can help?

2. How should employee performance be planned
3 key aspects
Objectives which the employee is expected to achieve – When does performance
management become
bullying?
Competencies or behaviours – the way in which employees work towards their objectives
Personal development – the development employees need in order to achieve objectives and realise their potential

3. Objectives SMART – useful starting point
Specific – objectives should state a desired outcome.
What does the employee need to achieve?
Measurable – how will you and the employee know when an objective has been achieved
Achievable – is the objective something the employee is capable of achieving but also challenging?
Relevant – do objectives relate to those of the team/department
Timebound – when does the objective need to be achieved?

4. Competency Frameworks – Can be very helpful - Handout 1

5. Personal Development
Skills need to be continually developed and renewed if employees are consistently going
to meet their short and long term objectives
Consider Personal Development Plans
The development needed
How the development will be achieved
When the development will be achieved
How the achievement will be measured

6. Reviewing Performance
PADR also Informal mechanisms can be used

7. Reviewing Performance - cont
3 elements
Regular informal meetings
Formal interim reviews
The annual appraisal
Always keep a record of progress

8. ACAS Code.
How should under performance be managed?
Core principles
Support and coaching
Having that difficult conversation!
Moving it into a formal process
Capability
Disciplinary

9. Unsatisfactory performance
Document
The performance problem
The improvement that is required
The timescale for achieving this improvement
Any support, including any training, that the employer will provide to assist the employee