1. JNCF PRESENTATION 31ST MAY 2004

2. A KEY MANAGEMENT TOOL IMPROVE THE CONTRIBUTION OF THE INDIVIDUAL TO ACHIEVING THE COUNCIL’S OBJECTIVES AND GOALS ENABLE THE DEVELOPMENT OF SKILLS AND RELEVANT EXPERIENCE CONSISTENT, OBJECTIVE MEANS OF MEASURING EFFECTIVENESS

3. EFQM SURVEY RESULTS STAFF SURVEY RESULTS BEST VALUE (CONTINUOUS IMPROVEMENT) GOOD MANAGEMENT PRACTICE

5. CONSTITUENT PARTS INDIVIDUAL OBJECTIVES IN LINE WITH COUNCIL AND SERVICE OBJECTIVES PERSONAL DEVELOPMENT PLANS TO ENABLE DELIVERY ON OBJECTIVES REGULAR REVIEWS AT TEAM AND INDIVIDUAL LEVEL REVIEW AGAINST BEHAVIOURAL COMPETENCIES

6. January Review of performance against Objectives & PDP October Review of performance against Objectives & PDP July Review of performance against Objectives & PDP June 360º feedback against Behavioural Standards (for designated employees) April Annual review of performance & planning meeting to set Objectives & PDP for the coming year

7. Performance Partnership Approach Outcomes Ambition/ Intention People - Behaviours

8. Approaches to Personal Development HOW? WORKGROUPS SECONDMENT COACHING SHADOWING DELIVERING PRESENTATIONS QUALIFICATIONS OPEN DISTANCE LEARNING PROJECT WORK COURSES & CONFERENCES

9. Behavioural Competency Framework LEADING MANAGING CHANGE MANAGING PEOPLE, RESOURCES & INFORMATION MANAGING PERFORMANCE MANAGING RELATIONSHIPS PERSONAL IMPACT

10. BENEFITS FOR STAFF l CLARITY OF PURPOSE l CAREER DEVELOPMENT (SHORT & LONG TERM) l INDIVIDUAL RESPONSIBILITY l WORKLOAD MANAGEMENT l IMPROVED JOB SATISFACTION l UNDERSTANDING OF BIGGER PICTURE AND CONTRIBUTION TO SUCCESS l CLARITY OF EXPECTION

11. AIMS & OBJECTIVES MET IMPROVED SERVICE DELIVERY IMPROVED BUDGET ALLOCATION SHARED RESPONSIBILITY REAL INVESTMENT IN CURRENT AND FUTURE STAFF BENEFITS FOR COUNCIL

12. Clarity of Purpose & Objectives Motivation Personal Development Plan Career progression Ownership & a sense of belonging Improved individual performance Clearer connections between strategy and operations Direction Improved skills & knowledge base Shared values, vision & identity Achievement focussed Improved corporate performance Customer First Continuous Improvement Service Delivery

13. Project Group Chair - Stuart Nichol Services Corporate Framework Flexible Application Spans of control Individual vLanguage Group Process Context & Connections Training & SupportAccessibility

14. Dec 2002 Process starts for Chief Officers & 2 nd tier Managers. Retrospective Personal Objectives agreed April 2003 Chief Officers & 2 nd Tier Managers Personal Objectives & PDP agreed. Pilot for Behavioural Competencies (Heads of Service) April 2004 Full implementation for Chief Officers & 2 nd Tier Managers Personal Objectives, PDP & Behavioural Competencies. April 2004 Implementation for 3 rd Tier Managers - all Services Personal Objectives & PDP agreed. Planning begins for implementation to Staff within Services. Implementation timeframes decided on by each individual Service. April 2005 Full implementation for 3 rd Tier Managers - Personal Objectives, PDP & Behavioural Competencies. Driven by Service with OD and Project Group support. FULL IMPLEMENTATION FOR ALL STAFF WITHIN ALL SERVICES BY APRIL 2007

15. Aims & Values Community Plan for Fife Council Drivers Council & Service Improvement Plan Local Government in Scotland Act Local Transport Strategy Environmental Strategy for Fife Council Policy Development People Development OBJECTIVES COME FROM:

16. KEY MEETINGS PLANNING MEETING TO SET OBJECTIVES (INDIVIDUAL & TEAM) INDIVIDUAL CONTRIBUTION REVIEWS ANNUAL REVIEW (INDIVIDUAL & TEAM)

17. Support from the Corporate Body Suggested Forms and Formats for recording information and agreed objectives / plans Toolkit with hints, tips and good practice guidelines Development activity for those charged with delivering CM meetings Other areas to be developed over time as needs arise from Services

18. To drive the process To support others in the structure implement and develop the process To enable others to see the value and opportunities afforded by CM To model the behaviours and attitudes

19. CHIEF OFFICERS & 2ND TIER MANAGERSCHIEF OFFICERS & 2ND TIER MANAGERS DEC 2002 ON DEC 2002 ON 3RD TIER MANAGERS3RD TIER MANAGERS APRIL 2004 ON APRIL 2004 ON FULL IMPLEMENTATION WITHIN ALL COUNCIL SERVICESFULL IMPLEMENTATION WITHIN ALL COUNCIL SERVICES APRIL 2007 APRIL 2007 ROLL OUT TO FULL COUNCIL