EMPLOYEE PERFORMANCE MANAGEMENT
AND DEVELOPMENT REVIEW
Directors, Chief Officers and Heads of Service
Post-holders Form
Employee Name
Employee Role Profile/Job Title
Line Manager Name
Line Manager Role Profile/Job Title
Date of Review Year
Managers and Employees should always refer to the policy and handbook as they
complete this form.
This form consists of –
Part 1 – Performance Appraisal Review (PAR)
Part 2 – Performance Development Review (PDR)
Part 3 – Performance Development Plan (PDP)
Part 1 (PAR) is used to record – the Annual Performance Appraisal Review
Part 2 (PDR) is used to record – the six monthly review of performance
one-to-one/supervision meetings
Part 3 (PDP) is used to record – an employees learning and development needs
identified as a result of the above meetings
All attached evidence and information is to be treated as confidential employee
information and should be filed accordingly
1
Performance Review Preparation
To be completed by the Manager prior to meeting
1
Has the Employee’s Job Description and Role Profile been reviewed with the
employee in the past 12 months and been agreed as current? (see section 8 of
the Employee Performance Management Policy for further guidance)
Yes / No
2
Have you advised the employee, in sufficient time, of the Competencies that will
be the main focus of the meeting? (If no please see Section 12.4 of the
Employee Performance Management Policy for further guidance)
Yes / No
3
Have you completed the Appraisal Preparation Checklist? (If no you will need to
do so before proceeding further)
Yes / No
Once you have confidently answered yes to all of the above questions please proceed
with your meetings
2
Part 1
PERFORMANCE APPRAISAL REVIEW (PAR)
Date of PAR meeting
Section A) Employee Self Assessment
Employee to evidence their Performance over the past 6/12 months
1
What areas of work over the past year have you performed well and to a professional
standard?
2.
Is there any area of work that you think you may not have performed as well as you
could have? Describe why you think/feel this way.
3.
What areas of work do you think you have improved on over the past 12 months?
Why do you think that?
4.
What areas of work, completed by your team, have exceeded your expectations?
Please explain.
5.
What areas of work, completed by your team, have not met your expectations?
Please explain.
3
Section B) Manager’s Feedback
Manager to evidence the employee’s performance over the past 6/12 months
1
What areas of work over the past year has the employee delivered well and to a
professional standard?
2.
What areas of the employee’s work over the past year could have been delivered
differently / performed better? Describe why this is the case.
3.
What areas of the employee’s work do you think they have improved over the past 12
months? Why do you think that?
4.
How has the employees team performed overall during the review period? Provide
evidence for your comments.
4
Section C)
Objectives for the forthcoming 6/12/18 months
To be completed by the Manager - link to Business Plan and Corporate Improvement
Objectives
Corporate Objectives
1
2
3
Directorate/Service Objectives
1
2
3
4
5
6
7
8
9
10
Employee’s Objectives
The Employee’s objectives must be directly related to those Objectives referenced above and
agreed by the Manager and Employee
Objective
How will progress be
monitored?
To be
completed by
(M/Y)
1.
2.
3.
4.
5.
6.
5
Section D) Future Development and Career Planning
Planned Development Activities
To be completed by the Employee
1
List the training courses or development activities that have taken place in the last
appraisal year
2.
List the training courses or development activities agreed in the last appraisal year
that have not taken place. Provide Explanation
3.
What learning and development activities do you think you need to undertake to
improve your performance/meet your objectives in your current role?
4.
What training and development activities do you want your team to undertake in
order to achieve future service delivery and sustainability (Delivering the right skills in
the right place at the right time)?
Are these activities included in your Business, Training and Workforce Plans for the
forthcoming period?
5.
Thinking about your future career planning, are there any additional learning and
development activities that you would like to undertake (with the approval of your line
manager)? [Optional]
6
Section E) Development linked to Directorate/Service Training & Development Plan
To be completed by the Manager and Employee
1
Review the training courses and development activities that you agreed in the last
appraisal that have taken place and comment on any improvement demonstrated
2.
List the training courses or development activities that you would like the employee to
undertake over the next 12 months and explain why
3.
Are there any specialist development activities required, within the service, that this
employee, or a member of his/her team may be interested in undertaking in order to
support service succession and workforce planning activities?
4.
List any development activities requested by the employee which have not been
agreed. Provide Explanation.
Note: Update Part 3 – The Performance Development Plan
7
Section F) Performance Appraisal Review Sign off
The employee and his/her line manager have formally discussed and agreed on the
employee’s performance, work objectives and development requirements for their role.
Timescales set for formal reviews: ........................................................................................
........................................................................................
........................................................................................
Employee’s Signature:
Date:
Line Manager’s Signature:
Date
Section G) Completion of Appraisal Review Process
I certify that the Appraisal Review Process has been completed in accordance with the
agreed Procedure.
Senior Manager’s Signature:
Date
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Part 2
PERFORMANCE DEVELOPMENT REVIEW (PDR)
Date of PDR meeting
Section A) Performance Review Based on Agreed Competencies
To be completed by the Manager and Employee
In the table below list, in order of priority, the agreed competencies to be discussed at this meeting. (Please see Section 12.4 of the
Employee Performance Management Policy for further guidance)
Refer to the Performance Wheel (in the Employee Performance Management Handbook) to help identify areas that may need support
and development, as well as to identify strengths which could be used to support wider Service and Directorate objectives.
Priority Competency
Employee Comment
Manager Comment
Future Actions
1.
2.
3.
4.
5.
6.
9
Section B) Progress Update on objectives set in PAR:
To be completed by the Manager
Objective
Progress Update
Further Actions/Support/Development
1.
2.
3.
4.
5.
6.
Note: Update Part 3 – The Performance Development Plan
Section C) Performance Development Review Sign off
The employee and his/her line manager have formally discussed and agreed on the employee’s performance in relation to agreed
competencies, work objectives and further actions/support/development required for their role.
Timescales set for formal reviews: ………………………
………………………
……………………...
Employee Signature _______________________________ Date _______
Line Manager Signature ___________________________ Date _______
Senior Manager Signature _________________________ Date _______
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Part 3
EMPLOYEE PERFORMANCE DEVELOPMENT PLAN (PDP)
When completed, photocopy or scan this form and send it to the Corporate Learning & Development Team based in Room 209,
The Guildhall. (If you require any assistance with this, please telephone 01792 636232)
All development needs that have been identified in the employee’s PAR and PDR must be recorded on this form.
Note: This form will remain ‘live’ over the 12 month appraisal period and updates to the PDP must be communicated to the
Corporate Training and Development Team as and when recorded.
Employee Name
Employee Job Title
Service Area
Line Manager Name
Contact details
Development Period
From:
To:
Section A) Competency Development Needs
To be completed and agreed by the Manager and Employee
Competency to be
Developed
What needs to be learnt?
What learning or
development activities
need to be completed
to achieve this?
What resources or
support is needed?
What are the Success
Criteria?
Target dates for
review and
completion
11
Section B) Technical Skills Development Needs
To be completed and agreed by the manager and employee.
A review of current and future technical skills development needs, required for this role, should be recorded below.
Refer to the Skills Pathway Framework for guidance if necessary.
Skills Development and Training Courses to be undertaken by [insert dates]
Section C) Team Development Requirements
All development needs that have been identified for your team members, in either PAR sections D4, D5, E3 or PDR section B, must
now be transferred to your Service Learning and Development Plan for the forthcoming year.
Section D) Performance Development Plan Sign off
The employee and his/her line manager have formally discussed performance and development requirements for this role. The
above development plan and review dates have been agreed.
This sign off is approval for the above development and training to take place in the allotted time.
Employee Signature _______________________________ Date _______
Line Manager Signature ___________________________ Date _______
Senior Manager Signature _________________________ Date _______
12
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