Supporting and Encouraging Performance
The Authority supports all employees to develop and perform to the best of their ability. To do this there are management training and procedures such as Supporting Talent and Career Aspiration Conversations which encourage talent management conversations to help individuals to maximise their potential and support their development, engagement and career progression.
Managers support individuals through timely feedback on performance, giving support and encouragement and checking regularly on individual’s wellbeing. They also offer individual’s a more in-depth career conversation, to explore how they would like to progress in the organisation on a longer-term basis. This information is collated through the Talent Bench Review process, which is used to inform succession planning and progression.
The Authority seeks to encourage individuals to own their development with the support of their manager and the organisation. This may be through; the creation of an individual development plan to support performance/wellbeing/progression towards promotion, access to a professional qualification via the Authority’s Bursary scheme, Continuous Professional Development (CPD) allocated days or through external and internal events and workshops.
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 CPD. 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.