Effective performance management of employees, volunteers and the Board is increasingly distinguishing successful organisations from the competition. Performance is an employee lifecycle matter and effective performance management starts with induction and continues through the probation period, through supervision or one to ones into the annual (or other period) formal review of performance.
We work with your organisation to develop performance management systems relevant to your work, your organisational mission and your business plan. We can provide a simple appraisal form and guidance notes for the smallest organisation, coach managers on delivering one to ones or supervision and implement entire performance management frameworks covering different levels and types of output required. We can provide advice and guidance to support you in establishing key principles such as the purpose of performance review and the relationship in your organisation between performance and pay. The expertise we can bring to this area includes:
- Development of induction, probation, supervision / one to one and appraisal policies and policies related to underperformance such as Disciplinary and Capability
- Development of competency frameworks
- Development of forms and guidance notes for induction, probation, supervision and one to ones and appraisal
- Use of 360 degree appraisals and other development tools
- Identifying and dealing with persistent underperformance
- Training of line managers in delivering performance review, including feedback skills and objective setting
- Training of staff in engaging with the performance review process
- Managing the performance of volunteers
- Managing the performance of the Board
We are also able to offer personality profiling through Clarity4D, carefully selected as our tool of choice for its relevance, accessibility and affordability for social sector organisations. Used as an optional part of your performance review or appraisal processes, Clarity4D can help you to identify the existing skills and attributes employees bring to their roles and to highlight those which will require development in the year ahead, in order to ensure role objectives can be met. Through this, individual and team development plans can be built and organisational training needs analysis undertaken.
Please contact us in confidence for more information and to discuss this further.