Having a good performance management approach is considered best people management practice for all organisations and it is important that all colleagues understand what to do according to their job role.
Performance management ensures that everyone is focused on the right things and are working on delivering their team plan. Local team plans are aligned to the department's service plans, and those service plans are aligned to the council plan so, ultimately, good performance management ensures that everyone is doing their part to achieve our council ambition.
This short video explains what performance management is, what is changing and why, as well as a summary of each approach.
PDR cycle
A good performance management approach follows an annual cycle of activity, starting with goal setting, discussing performance on a regular basis and reviewing what was achieved at the end of the year. This performance cycle is supported by the essential element of regular one-to-one conversations focused on wellbeing, goal priorities, ongoing development and support required to achieve success.
Start of year review
Planning and goal-setting:
- prepare - review council and department plans and competency framework
- discuss expectations for the new year - leaders to share their own goals to ensure alignment
- agree SMART goals - the what
- agree which behaviours help achieve the goals - the how
- discuss career aspirations
- agree support needed and create personal development plan
Mid-year review
Enable and manage individual performance:
- discuss progress of goals (what and how) and continuing development
- ongoing 2-way feedback
- coach to support wellbeing and performance
- address and support under performance
End of year review
Review and recognise individual performance and potential:
- joint review of achievements and feedback
- discuss career aspirations
- colleague completes the form
- line manager approves
Organisational talent reviews (senior leaders only):
- agree provisional performance and potential ratings
- validating manager has overview
- calibration of performance and potential
- review data against workforce plan
- update succession plans
- understand learning needs and budget
- ratings confirmed to colleague
Summary of approaches
We are a diverse organisation, and it is important to recognise one approach does not fit all job roles. We are introducing slightly different approaches for different employee groups, to ensure we have a tailored approach that works for different job roles across the council. We will have a performance management approach with 4 variations.
Learn more about your PDR approach by following the group that best describes you, or by accessing the PDR Guide (e-book).
See the full summary of approaches attached to this page which details the different PDR elements relevant with the 4 variations.
Help and support
For further support please contact the leadership development performance management team by email: ldpmteam@derbyshire.gov.uk.
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