Introduction
As an employee at the council, you have a responsibility to manage your own performance in line with the goals and objectives you have agreed with your line manager.
Each year, you’ll meet with your line manager to reflect on your performance during the last review period, and make a plan for the following year.
Why they are important
Performance reviews are a great way for your line manager to gain a better understanding of your skills, abilities and development needs.
They are also a chance for you to reflect on your achievements, and recognise the value of your contribution to the overall corporate priorities.
Your review will allow you to:
- be clear about your role and what is expected of you
- receive feedback from your manager and other colleagues
- identify areas you would like to develop and improve
- share your career aspirations
- prepare for future changes
- focus on your wellbeing and discuss any support you may require.
Who this applies to
You should follow this performance review guidance unless you:
- work in Streetscene. Your service uses an alternative performance review process, which is recorded on eStars. Speak to your line manager for more information.
- are leaving your job and working your notice period. You will have an exit interview before you leave.
When they happen
The next performance review window will open early in 2027. Updated guidance will be shared shortly.
Your manager will contact you to arrange a suitable time and location for your review. You should have a performance review at a similar time each year.
Long-term sick or maternity leave
If you are on long-term sick or maternity leave, your review will be scheduled when you return to work.
New staff on probation
If you’re new to the council and still on probation, your review will be scheduled within six months of the end of your probation period.
Performance principles
To support the delivery of a great review process, the following performance principles have been developed:
- Service and workforce plans are aligned to the delivery of our objectives.
- Everyone understands their role in helping achieve these objectives.
- All of us will be clear on what is expected.
- We all seek to understand and support individual circumstances, conditions and preferences.
- We have the skills and knowledge needed.
- We receive regular support, feedback and guidance.
- How we do our jobs is as important as what we deliver.
- We are involved in developing solutions to issues.
- We recognise and celebrate good performance.
- Together we create a healthy workplace culture.
Performance reviews are also part of ‘Our golden thread’ and key to helping us achieve our vision and deliver our objectives. You’ll find more about this in the performance review and check-in guidelines.
Download the guidelines
If you are using a mobile phone or tablet and do not have the Microsoft 365 app installed, the word version of this document may not display correctly. We recommend that you download the PDF version instead.
Performance review process
1Prepare for your review
During your performance review meeting, you and your manager will work through and complete the performance review template.
It is important for you to spend some time preparing for your performance review so you get the best out of it. To help you with this, we’ve put together tips and guidance for the three main topic areas:
2Attending your review
Your manager will contact you to arrange a suitable time and location for your review.
We have provided an overview of what you can expect to happen at the meeting.
3Access your performance review form
During your performance review meeting, your manager completes a review form that records the key points of your discussion and any agreed goals and objectives.
After your review meeting, they save the form onto manager self service (iTrent). You will be given access through your employee self-service (iTrent) account so you can review it at any time.