Personal Development Reviews: Difference between revisions
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== Purpose == | |||
The purpose of the review system is to enable you to | The purpose of the review system is to enable you to | ||
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These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings. | These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings. | ||
== Procedure == | |||
Development Reviews will take place every 6-12 months, focused on a small number of objectives relevant to the individual at that time. | Development Reviews will take place every 6-12 months, focused on a small number of objectives relevant to the individual at that time. | ||
The timetable for these reviews will be: | The timetable for these reviews will be: | ||
* At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful). | * At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful). | ||
* Before the meeting, you will reflect on (and may choose to bring notes to the review): | * '''Before the meeting''', you will reflect on (and may choose to bring notes to the review): | ||
** whether and how you have achieved your objectives set in your last review, (not possible in the first meeting) | ** whether and how you have achieved your objectives set in your last review, (not possible in the first meeting) | ||
** some brief general comments on anything else that has gone well and anything else that could be improved | ** some brief general comments on anything else that has gone well and anything else that could be improved | ||
** proposed objectives for your development for the next 6-12 months. | ** proposed objectives for your development for the next 6-12 months. | ||
* '''Before the meeting''', the line manager should | |||
** review the objectives set at the last meeting | |||
** check the staff database to find out whether the member of staff is up to date with training. | |||
* '''At the meeting''', you will discuss the questions below with your manager and agree on the objectives. | |||
* You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager. | |||
* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed. | |||
== Objectives and questions == | |||
Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period: | Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period: | ||
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* one objective is based on their role within a hub or team. | * one objective is based on their role within a hub or team. | ||
Other questions to consider, which may help you choose your objectives: | Other questions to consider, which may help you choose your objectives: | ||
* What’s gone well? | * What’s gone well? | ||
Latest revision as of 12:10, 17 December 2024
Purpose
The purpose of the review system is to enable you to
- reflect on and develop in your role
- contribute as well as possible to the overall Strategic Vision of Handcrafted
- work in a way that promotes the Values of Handcrafted
- ensure you are up to date with all of your training.
These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.
Procedure
Development Reviews will take place every 6-12 months, focused on a small number of objectives relevant to the individual at that time.
The timetable for these reviews will be:
- At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).
- Before the meeting, you will reflect on (and may choose to bring notes to the review):
- whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)
- some brief general comments on anything else that has gone well and anything else that could be improved
- proposed objectives for your development for the next 6-12 months.
- Before the meeting, the line manager should
- review the objectives set at the last meeting
- check the staff database to find out whether the member of staff is up to date with training.
- At the meeting, you will discuss the questions below with your manager and agree on the objectives.
- You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.
- These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.
Objectives and questions
Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:
- one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)
- one objective is based on their contribution to the objectives of the strategic plan
- one objective is based on their role within a hub or team.
Other questions to consider, which may help you choose your objectives:
- What’s gone well?
- What could be improved?
- Is there anything at work you’d like to be more involved in?
- Is there anybody in the organisation you’d like to learn from?
- Is there any other training you would like to do?