Introduction

Performance management is an ongoing process where managers and employees work together to agree goals, monitor progress, and review performance. It includes setting clear expectations, providing regular feedback, and discussing ways for employees to grow.

As part of our performance management framework, each employee should have a yearly performance review, along with more frequent reviews, known as check-ins.

Who this section is for

If you are a manager and are responsible for a team, this section will help you to:

• identify who needs a performance review
• understand why performance reviews are important
• arrange performance review discussions
• access a previous performance review, and prepare for the discussion
• carry out a performance review
• generate a form on manager self-service, and submit it to complete the process.

You’ll find everything you need to complete this year’s performance review on the pages in this section, however you may also find it useful to download the full performance review and check-in guidelines available below.

Who needs a performance review

You must arrange to meet with each member of your team to carry out a performance review unless:

• you work in Streetscene. Your service uses an alternative performance review process, which is recorded on eStars
• they are leaving their job and are working their notice period.

Why they are important

Performance reviews help you to gain a better understanding of your team’s skills, abilities and development needs.

These reviews will allow you to share with your team members:

• information about their role and what is expected of them
• any feedback you have either from yourself, or other colleagues
• areas you would like them to develop or improve.

It also gives you the chance to:

• guide them with their professional development
• offer support with their health and wellbeing
• discuss any future changes that may affect them, or the team
• reflect on their achievements, and recognise the value of their contribution to the overall corporate priorities.

When a manager is on long-term sick

If any of your team members are responsible for managing staff, and are unable to complete performance reviews due to being on long-term sick, you must make sure that the performance reviews for their team members are still carried out within the performance review window.

To request for their performance reviews to be transferred to an alternative manager’s self-service (iTrent) account you can: