1. Performance Review Process and Responsibilities Group HR
Connect Group PLC

2. Performance Review Cycle
Step 1 – Set goals & agree development actions
(October)
Step 2 – Monthly supervision/one to one meetings
(October - February)
Step 3 – Mid-Year Review Planning & Preparation (March)
Step 4 –Mid-Year Review Meeting
(April)
Step 5 – Monthly supervision/one to one meetings
(May - July)
Step 6 –Year-end Review Planning & Preparation
(August)
Step 7 – Year-end Review Meeting
(September)
(Calibration )
(Calibration)

3. Roles & Responsibilities
Stage 1
Set goals & agree development actions
(October)
Stage 2
Monthly supervision/one to one meetings
(October - February)
Stage 3
Mid-Year Review Planning & Preparation (March)
Stage 4
Mid-Year Review Meeting
(April)
Stage 5
(May - July)
Stage 6
Year-end Review Planning & Preparation
(August)
Stage 7
Year-end Review Meeting
(September)
Employee
Arrange regular 1-2-1/supervision meetings with your line manager and regularly review your progress against goals, discussing achievements and/or barriers
Complete your self assessment reviewing progress against previous years goals, identify your achievements, development requirements and opportunities (submit to your manager 2 weeks before the scheduled performance meeting)
Come to the meeting prepared with your reflection of the past six months
Come to the meeting prepared with your reflection of the past twelve months and ideas about your development.
Understand the alignment to the wider business priorities
Manager
Set your employees goals and agree development actions for the coming year
Conduct regular 1-2-1/supervision meetings reviewing progress against goals and development plans, capturing changes in priorities or expectations and adjusting goals and development plans where necessary
Invite employee to their review meeting (provide at least 4 weeks notice).
Once you received the self assessment, conduct own assessment of employee
Review past six months with employee, providing feedback and encouraging contribution
Invite employee to their performance meeting (provide at least 4 weeks notice).
Once you receive the self assessment, conduct your own assessment of employee
Review the past twelve months with your employee, providing feedback and encouraging contribution.
Set and communicate performance expectations, expressing them as competencies and goals aligned to the business priorities