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Issue - meetings
1-1 conversations and values and behavioural framework performance managerment approach
Meeting: 02/07/2018 - Cabinet (Item 91)
91 1-1 conversations and values and behavioural framework performance management approach PDF 94 KB
Additional documents:
- Appendix 1 - Behaviours Framework, item 91 PDF 6 MB
- Appendix 2 - Toolkit, item 91 PDF 6 MB
- Appendix 3 - Conversation Form, item 91 PDF 52 KB
Minutes:
Verna Connolly, Executive Manager, People, Customer and Business Support presented a report on the 1-1 conversation performance management toolkit. This was to provide Cabinet with a 1-1 conversation strengths based performance and talent management approach plus a values and behavioural framework. This is aimed at ensuring we have the right people with the right skills with the right behaviours to meet future challenges.
The council intends to create an agile workplace that can help achieve goals set out in the corporate plan skilled for the future, motivated and engaged to deliver for the people of Hastings. The aim is to develop a workforce committed to our organisations values and who display the behaviours required for ‘one team’.
The Council has an established appraisal system which helps the organisation to manage the performance and development of its staff. With the right preparation an appraisal can have a positive impact on employee’s levels of engagement and productivity. The present system has been in place for over 10 years and during this period feedback on the process has been mixed.
It is proposed to introduce a new approach to appraisals which moves away from a traditional twice yearly review of performance to a series of continuous conversations, where a review of performance and behaviours are discussed as often as required culminating in a full year review. The 1-1 conversation performance approach will be used more to plot individual performance based on achievement of objectives, values and behaviours exhibited.
Under Rule 13.3 of the council constitution, this item was agreed without being called for discussion.
RESOLVED that:
1. Cabinet are asked to consider and approve the implementation of the proposed 1-1 strengths management approach and values and behaviours framework.
The reason for this recommendation was:
The Council’s established appraisal process system has been in place for more than ten years and during this period feedback from managers and staff has been mixed.
The aim of the 1-1 performance and talent management approach is to improve the working relationships between a manager and individual. In addition, it enables the council to have a transparent and open approach to development and talent management which ensures consistency of approach across the organisation.
Managers currently hold 1-1 meetings with individuals and recent research supports this approach as it has been shown to improve performance and make staff feel more engaged and valued.
The inclusion of our values and behavioural framework alongside the 1-1 performance approach provides a clear picture of how we expect our staff to behaviour with internal and external customers and each other and is an easy reference tool to aid discussion on things that have gone well and what can be improved.
The proposed performance management approach will also play a significant part in embedding our ‘one team-one council’ approach’.
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