Constructive meetings give you the opportunity to discuss your achievements, challenges and expectations. They also allow you to raise any issues outside of your control that might impact on your performance, such as staffing levels or system failures.
• Your manager should listen and acknowledge your views and you should both agree the objectives, the expected outcomes and any support or training.
• Time should be set aside for both parties to reflect and analyse any issues raised. If a serious one off incident has occurred a separate formal meeting should be arranged under the capability and performance policy.
• Achievements should be recognised and encouraged.
• The meeting should end positively with an agreed action plan and the next review meeting date agreed.
• Your line manager should send you the notes of the meeting or you may be asked to complete and sign a standardised review or one to one form.
• No disciplinary penalty or sanction should be imposed a result of issues discussed during the informal performance review meeting.
• Mitigating circumstances or contributing factors should be considered and support made available where appropriate - especially if the issues are related to ill health and disability.
• Any performance or capability concerns that arise out of performance review meeting should be addressed under the relevant policies and procedures. Please check your employer’s local policies for more detailed information.