SSRU Performance Management
Form
Section
A
This section should be completed in July (in January in the case of 2004, or within one month of employment in the case of new staff).
1. Name of staff-member:
2. Name of line manager:
3. Name of line manager of line manager (ie. senior line manager):
4. Names of others involved in managing projects that the staff-member works on (with details of project and extent of work on this project):
This section should be completed in July (in January in the case of 2004 or within one month of employment in the case of new staff).
Where the staff-member works on projects managed by people other than the line manager, these other people should be consulted in completing this section.
1. Work objectives (4 to 8):
2. Professional development objectives (1 to 4) and how these will be addressed:
4. Objectives agreed by line manager (signature): --------------------------------------------
6a.
Please indicate any additions, deletions or amendment to work or
professional development objectives in year, with dates:
6c. Objectives agreed by line manager (signature): --------------------------------------------
Section C
This section should be completed in June of the following year (the same year in the case of 2004, or in the last week of the line manager managing the staff member if this occurs in-year).
Where the staff-member works on projects managed by people other than the line manager, these other people should be consulted in completing this section.
1.
Achievement of work objectives
The finalised list of work objectives, taking on board any changes in-year, should be re-listed below. For each, a tick or cross should be used to indicate whether they have been fully achieved or not fully achieved. Space is given for notes. These notes can be used to indicate particularly excellent achievement or, in the case of non-full achievement, to indicate where an objective was at least partially achieved. In the case of non-full achievement these notes should also summarise what factors can explain non-achievement (these might include issues concerned with wider management and organisation rather than, or as well as, individual performance).
2. Achievement of professional development objectives
The finalised list of professional development objectives, taking on board any changes in-year, should be re-listed below. A tick or cross should be used to indicate whether they have been fully achieved or not. Space is given for notes. These notes can be used to indicate particularly excellent achievement or, in case of non-achievement, to indicate where an objective was at least partially achieved. In the case of non-full achievement these notes should also summarise what factors can explain non-achievement (these might include issues concerned with wider management and organisation rather than, or as well as, individual performance).
3b. Objectives agreed by line manager (signature): --------------------------------------------