Assessment criterion: 4.2 Conduct a performance review meeting.
Be able to conduct and reflect upon a performance review.
Assessor feedback to be completed by the assessor with notes to support the decision
You welcomed the candidate and asked how the candidate was.
You stated the purpose of the meeting.
aims and objectives
structure. You clearly prepared for the performance review.
You established your role and had a script/plan to work from
You had prepared questions that were appropriate for this type of meeting
The structure of the review was clear; you had a clear introduction, discussion and conclusion
The room you used was suitable for a meeting and there were no interruptions. You sat side by side, which makes for a more relaxed atmosphere, encouraging the candidate to fully open up.
You could have provided a drink for the candidate.
aims and objectives. You greeted the candidate by name and in a friendly and approachable way.
You could have given an overview of the aims at the beginning of the meeting so that they would know what to expect.
You encouraged the candidate to ask questions when required
Establish rapport and put candidate at ease.
Well done for asking the candidate how they were, you had a really good conversation about the candidate going to Glastonbury.
Having a general chat before starting the performance review helps to establish a good relationship with candidates and helps them to feel at ease.
Use appropriate questioning techniques:
clarifying. You demonstrated good open questioning skills, you gave the candidate space to respond to your questions and sought clarification, as well as addressing points as the meeting progressed.
You initially asked how the candidate felt about their job in the last 6 months.
You controlled the pace of the meeting without being dominant, you covered all points needed and allowed the candidate to give their own opinion, well done.
Communicate (listening and speaking) effectively with candidate, using appropriate body language.
You gave good suggestions and listened to the candidates suggestions. You kept eye contact and your body language was open, you also showed that you were listening actively giving praise for achievements.
You were positive and supportive with your approach, good work.
Invite, and deal with, candidate questions.
You encouraged the candidate to ask questions and contribute to the conversation during the review which is really good practice.
You dealt with questions and points raised during the review very well
Identify any development needs and actions.
You confirmed the candidate was hitting their targets but you wanted the candidate to go above and beyond the targets, the candidate spoke about some pressures and being tired and that could be the reason why her performance had gone down a little, you suggested that the candidate could come and have a chat with you about any struggles she was having which may help when feeling pressured, you also suggested that the candidate buddied up with another member of staff, you did state that this could help with career progression.
The candidate has said that shes isolated herself from the team. You spoke about the grievance, the candidate said that the problems have been sorted out. You suggested the candidate goes to the social events which would help with building relationships with other members of the team.
You mentioned the candidates absences, the candidate said that it was down to the home life environment that has been a problem and that she would like to discuss it further in a different arena.
Some additional suggestions around the candidate integrating further with the team members would be for you to organise a team building day, or some activities during the lunch break so that all members of the team could integrate. The candidate said several times that she had some home life difficulties, perhaps you could have suggested some flexible working or additional support around changing the hours that she worked. As well as the buddying up you offered you could have offered some additional training around picking the goods and perhaps the technology that is used. You missed the opportunity to mention best in class with regards to targets. With regards to the absences you should have mentioned the return to work interviews, return to work interviews are valuable for employees as well as employers, it ensures that support and reasonable adjustments can be made so that the employee is able to do their job.
Good work, you conducted the review very well. You summarised the meeting and included the development needs and actions.
You thanked the candidate for their time. Good review Elle.
Its good practice to let the candidate know that you will type up the review and give them a copy for their own records.
Conduct meeting within legal and ethical requirements.
The meeting was conducted within legal and ethical requirements.
Assessors signature: Eve Etell Kirby Date: 7th April 2019
Assessment criterion: 4.3 Reflect on the outcomes of the performance review
I believe I conducted the review well, I summarised the meeting and included the development needs and actions. I prepared for the performance review, established my role and had a script/plan to work from, I had prepared questions that were appropriate for this type of meeting and the structure of the review was clear; I had a clear introduction, discussion and conclusion.
In terms of my communication skills I gave suggestions and listened to the candidates suggestions. I kept eye contact and your body language was open and showed that I was listening and actively gave praise for achievements. I was also positive and supportive with my approach.
If I was to do it again two key learning points would be that I would remember to let the candidate know that I would type up the review and give them a copy for their own records.