Staff may sometimes feel threatened by performance appraisal processes, and it is therefore beneficial to adopt a system for performance review that focuses on opportunities for further professional development. Staff members can complete this sample template themselves, identifying the skills, knowledge and abilities they need to undertake their duties proficiently, and rating themselves on their present level of competence against each ar ea (using the √ box). Where they feel further knowledge would be of benefit, they identify professional development goals. This is then discussed with the supervisor, necessary amendments jointly negotiated, and timelines established for the goals to be achieved over the next twelve months. Once educational goals have been met, a date is entered in the
column by the supervisor and staff member, and a joint assessment made of the new competency level.
It will assist you to evidence practice against service standard indicators 10.1, 10.2.
NC = Not competent
C = Competent
HC = Highly competent
Duties from position description
Skills, knowledge and competencies needed
NC C HC Goals Targets met
NC C HC