UPDATED ON 18th November 2024
Colleagues should soon be able to start the Mid-Year Performance Review Process for Group, and the End of Year Performance Review Process for Education & Skills.
The performance reviews will go live from 28th October and will conclude on 20th December 2024.
This is an opportunity for colleagues (and their line manager) to reflect on their successes in the last 6 (mid year) or 12 months (end of year), improvements that they would like to make and to review future aspirations and any development needs.
Key steps
These are the key steps required to complete as part of the Performance Review and Development (PRD) End Of year or Mid-year process:
1. Colleagues complete and submit their self-assessment between the 28th October and 22nd November (Colleagues will not be able to submit after this date). The self-assessment form will take colleagues through the review step by step.
2. Colleagues to schedule their performance review meeting with their manager. We suggest that the review meeting takes place before the before 6th December to allow sufficient time for your manager to complete their assessment.
3. Managers prepare by:
- Checking that a completed self-assessment has been submitted in advance of your review meeting (or by the 22nd November - chasing if not).
- Reviewing the self-assessment content.
- Start to input some draft notes within the manager review (colleagues will not be able to view these comments until the manager has submitted the form).
4. Colleague and manager to attend and contribute to the performance review meeting exploring the past year/6 months and discussing objectives for the forthcoming year (end of year assessments), or review progress against objectives for the mid year process. A development plan can be created to support any aspirations or gaps in the role.
5. Managers are to complete and submit the manager review (click submit) before the PRD window closes on Friday 20th December 2024 (you will not be able to submit after this date).
The completed Performance Review will be available to download as a PDF within the Performance > Performance Review section of PAL (tick completed filter).
The Performance Review Process allows you to get feedback, review your performance, how your behaviour align to GC’s values, review your development plan, and set/review your objectives over the past 12 months.
Support:
Following focus group feedback, we have added in some PAL bitesize sessions on a range of topics related to performance management and learning how to get the best use of PAL (make sure you're logged into PAL before clicking these links):
- How to effectively create a Development Plan
- How to create SMART objectives, update progress and assign objectives
- How to effectively use a KIT check-in meeting
- How to carry out the PDR process (for colleagues and separately for managers)
- How to view reports and create a dashboard
- How to search for training courses and events
- New Managers PAL walkthrough (30mins)
We also have further training and short videos on the PAL:
- Your Performance Review and Development Process – Online module
- P.A.L how to video - how to create a PRD self-assessment (part 1 of 3)
- P.A.L how to video - how to create a PRD self-assessment (part 2 of 3)
- P.A.L how to video - how to create a PRD self-assessment (part 3 of 3)
- P.A.L how to video for managers - how to complete the manager section of the end of year PRD Part 1 (of 3)
- P.A.L how to video for managers - how to complete the manager section of the PRD Part 2 (of 3
- P.A.L how to video for managers - how to complete the manager section of the end of year PRD Part 3 (of 3)
You can find PAL in My Apps and you'll get logged in using single sign on (please ensure you use Google Chrome or Microsoft Edge as your browser). If you've joined us since July 2024, you're not required to complete the End of Year or Mid-Year Reviews as you're still in probation. Please continue to have regular conversations with your manager.
If you have any issues, please raise a ticket with the HR Service Desk.