Personal Development Reviews: Difference between revisions

Revision as of 16:36, 6 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?

@@ Line 14: / Line 14: @@
 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):
+** 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, you will reflect on (and may choose to bring notes to the review):
+Before the meeting, the line manager should
-○	whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)
+* 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.
-○	some brief general comments on anything else that has gone well and anything else that could be improved
+At the meeting, you will discuss the questions below with your manager and agree on the objectives.
-○	proposed objectives for your development for the next 6-12 months.
+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.
-●	Before the meeting, the line manager should
+These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.
-○	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
+=== 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 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 contribution to the objectives of the strategic plan
+* 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:
-●	What’s gone well?
+* What’s gone well?
+* What could be improved?
-●	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 anything at work you’d like to be more involved in?
+* Is there any other training you would like to do?
-●	Is there anybody in the organisation you’d like to learn from?
-●	Is there any other training you would like to do?