The extent to which the organisation sets clear and measurable performance and development expectations, aligns them to organisational priorities, enables regular and meaningful conversations, and holds people fairly to account for both outcomes and behaviours.
1. All colleagues have clear, agreed and measurable goals that are recorded, regularly reviewed and visibly aligned to organisational priorities, so people understand how their contribution supports the wider strategy. 1. All colleagues have clear, agreed and measurable goals that are recorded, regularly reviewed and visibly aligned to organisational priorities, so people understand how their contribution supports the wider strategy.
1. Not in place 2. Emerging / inconsistent 3. Partly established 4. Well established 5. Embedded and effective
2. Performance expectations cover both what is delivered and how it is delivered, with behaviours and values forming an explicit part of performance conversations and assessment. 2. Performance expectations cover both what is delivered and how it is delivered, with behaviours and values forming an explicit part of performance conversations and assessment.
1. Not in place 2. Emerging / inconsistent 3. Partly established 4. Well established 5. Embedded and effective
3. Colleagues have meaningful development objectives or plans alongside performance goals, with regular development conversations that lead to tangible actions, opportunities or support. 3. Colleagues have meaningful development objectives or plans alongside performance goals, with regular development conversations that lead to tangible actions, opportunities or support.
1. Not in place 2. Emerging / inconsistent 3. Partly established 4. Well established 5. Embedded and effective
4. The performance process is understood and consistently applied, with ratings and expectations clear, appropriate calibration in place, and the emphasis on quality conversations, outcomes and accountability rather than administration alone. 4. The performance process is understood and consistently applied, with ratings and expectations clear, appropriate calibration in place, and the emphasis on quality conversations, outcomes and accountability rather than administration alone.
1. Not in place 2. Emerging / inconsistent 3. Partly established 4. Well established 5. Embedded and effective
5. Performance is reviewed regularly throughout the year, with strong performance recognised and poor performance addressed promptly, fairly and confidently rather than allowed to drift. 5. Performance is reviewed regularly throughout the year, with strong performance recognised and poor performance addressed promptly, fairly and confidently rather than allowed to drift.
1. Not in place 2. Emerging / inconsistent 3. Partly established 4. Well established 5. Embedded and effective
