The following Practice Management guidance note Produced in partnership with Kim Archer of Archer Associates Ltd provides comprehensive and up to date legal information covering:
The essence of any performance management process is 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 organisation as a whole.
This Practice Note discusses preparing and implementing a successful personal development and appraisal process.
An effective performance management process focuses on:
aligning your workforce with the strategic aims of the business
improving employee performance
supporting employee development and retention
driving better business results
Good performance management helps everyone to understand:
what the firm is trying to achieve
their role in helping the firm achieve its goals
the skills and competencies that they need to fulfil their role
the standards of performance required
how they can develop their performance and contribute to the development of the firm
how they are doing
when there are performance problems
There is no specific SRA requirement to conduct appraisals, but having an effective appraisal system can help you to discharge the mandatory obligation to act in a way that encourages equality, diversity and inclusion.
You must also comply with statutory obligations under the Equality Act 2010. For further guidance, see subtopic: Equality and diversity (E&D)—overview (subscription dependent).
ACAS has published a guidance booklet: Acas: Performance management. This guidance has no statutory force and does
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