New starters and types of contract
We will set objectives for all new employees in their one to ones. We will monitor these objectives over the first six months of their employment through the probation procedure.
Internal moves
An employee may move to another role during the appraisal year. Before they leave, we will summarise their performance achievements in the year to date. We will set new objectives for their new role.
Change of manager during the appraisal year
The previous and new managers should discuss the best approach to ensure:
- the objectives remain relevant
- they review performance over the full year
The previous manager may be required to provide relevant information to the new manager.
Temporary and fixed-term contracts
We will set objectives and a development plan for all employees on a temporary and fixed-term contract. They will be appropriate to the length of their employment. We will review this through one to ones and performance and development appraisal meetings.
Where possible, we will align performance and development appraisal meetings to the appraisal year from April to March. This will ensure consistency with permanent employees.
Long-term absences, including maternity or adoption leave
If employees are absent during an appraisal year, managers will review objectives and timescales to accommodate the absence where possible. Absences due to a disability, maternity or adoption should not affect the overall outcome of the appraisal. An informal approach will be taken based on individual circumstances.
Multiple post-holders
Employees who have more than one post may receive more than one performance and development appraisal meeting. We will consider whether we can merge the meetings and objectives.
Job share arrangements
Job share partners can share some objectives and outcomes and have individual objectives. We will base evidence and reviews on the personal impact on the outcome. We will plan and evidence behaviours and development for each person.
Secondments
We will review the progress of employees who are due to start a secondment against the objectives from their substantive post. We will do this before they move to their new post. We may amend the objectives or reallocate them as appropriate for the duration of the secondment.
The new manager will hold a one to one when the secondment commences. They will set new objectives.
An employee may return to their substantive post before the end of the appraisal year. In this case, we will include the outcome of their secondment performance and development appraisal at the end of year review.
Relief staff
Relief staff may have a performance and development appraisal if they have or will regularly work for six months or more.
Agency workers
Guidelines state that agency workers are not entitled to an appraisal from the host organisation. Supervisors should ensure that everyone working for us has a clear understanding of:
- the work we expect them to complete
- our values and behaviours