Performance Management Procedure (6)

Day to day

  • Effective use of probationary periods (new employees/new roles)
  • Two year UD qualifying service
  • Longer formal warnings (e.g. 12 months)
  • (Bi-) annual appraisals with SMART objectives
  • Monthly reviews on progress – recorded (either meeting notes or email)
  • Continuous appraisal
  • Training for managers
  • PM as an objective in managers’ performance
  • Consider transferability
  • Good recruitment
  • Management buy-in
  • Settlement Agreements