Performance Appraisal

The Authority has an appraisal process which applies to all employees. The purpose of the appraisal is to look at an individual’s development needs and reflect on performance and their personal wellbeing. This enables the manager to provide feedback to the employee on what could be done to improve performance, as well as considerations around job satisfaction and career planning.

The appraisal should reflect the regular ongoing discussions which are already taking place between employees and their managers. This means that any concerns with regard to an individual’s performance will not be introduced at the appraisal meeting, any concerns should already have been addressed and an action plan put in place. In 2018 the Authority introduced a talent benchmarking process which is currently being applied to all staff. The process supports managers to identify whether individuals are ready for promotion or have the potential for promotion. Following this, individuals will be supported by their line manager and/or through development centres to create a development plan to support them towards promotion.

Where there are concerns about performance and an individual becomes subject to the Authority’s formal capability procedure, this may have an effect on their pay, and the continued payment of a Continuous Professional Development (CPD) payment. CPD is
designed to recognise and reward experienced employees who are able to demonstrate continuous professional development. It is expected that employees will maintain a high level of continuous professional development and commitment to their job to receive a CPD payment.

The Authority does not currently have arrangements in place for performance related pay or ‘buy back’ as part of its performance appraisal process; neither does it have any arrangements in place for the payment of bonuses.