The following Employment practice note provides comprehensive and up to date legal information covering:
Performance management is central to the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those of the business as a whole.
Appraisal meetings are an important element of performance management procedures. The guidance on such meetings given here takes into account the Acas guidance booklet Acas guidance: How to manage performance (October 2014).
An effective performance management process focuses on:
aligning the workforce with the strategic aims of the business
improving employee performance
supporting employee development and retention
driving better business results
Good performance management helps both managers and employees know:
what the business is trying to achieve
their role in helping the business achieve its goals
the skills and competencies they need to fulfil their role
the standards of performance required
how they can develop their performance and contribute to the development of the business
how they are doing
when there are performance problems
Performance appraisals should seek to:
review past and present performance against previous objectives
assess performance against the core skills required for the role (sometimes called key competencies)
agree performance objectives for the next 12 months
assess training needs and agree a training and development plan
identify potential for promotion
make recommendations for individual pay awards, if appropriate
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