CONFIDENTIAL
CRAC
PERFORMANCE AND DEVELOPMENT REVIEW
Perhaps the most important contribution
to the achievement of CRAC’s charitable objective and business targets is the
effective performance and development of CRAC people. As part of this continual
professional development the CRAC
Performance and Development Review allows a formal opportunity for
individuals to reflect on their skills, capabilities and experiences and action
plan for the future.
As
part of the review process individuals are encouraged to collect feedback from
people they have worked closely with and whom they feel will offer constructive
views that will enable them to build a positive and progressive action plan for
their further development.
It
is with this aim in mind, and with the individual’s agreement, that I am
writing to you to ask for your support in providing feedback for:
Feedback is specifically requested on
the following areas of the their work:
A form is attached that offers a format
to provide your feedback, however feel free to provide feedback in any way that
suits you.
I
would be grateful if you would return the feedback to me by:
Thank you very much in anticipation of
your help with this process.
CONFIDENTIAL
CRAC
PERFORMANCE AND DEVELOPMENT REVIEW - FEEDBACK
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Work
Aspect
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What
is working well?
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What
needs attention?
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Suggestions
on how to improve
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Performance and Development Review 2001 – The CRAC
Capabilities
Name: Date:
Give evidence of the skills, knowledge,
behaviour and attributes brought to the role, giving specific examples.
Indicate strengths and areas for further development.
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PUTTING CUSTOMERS
FIRST
(business acumen, anticipating need, working with
customers, revenue focus, developing the market & business)
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THINKING THINGS UP
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MAKING THINGS
HAPPEN
(influencing, negotiating, motivation, leadership
of change)
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WORKING WITH PEOPLE
(managing relationships, teamwork, empathy, networking,
cultural sensitivity)
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GETTING THINGS DONE
(implementation, results, completing, budgeting,
integrity)
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MAKING THINGS CLEAR
(communicating effectively, impact, presentation,
constructive feedback)
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LEADING THE
LEARNING
(developing self & others, continuous improvement,
professional development)
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Name: Date:
Identify learning and development
required for the year ahead - in the current role and for wider
responsibilities.
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CRAC
Capability area
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Short term
development objectives
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Actions to
be taken, by whom, when
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Longer term direction:
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Development
objectives/career aspirations
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Initial
actions
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PERFORMANCE
AND DEVELOPMENT REVIEW 2001
(Review period ending December 2001)
To be completed by the reviewing manager.
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Name:
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Job Title:
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Team:
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CONTRIBUTION
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Summarise
WHAT the individual has achieved during the past year; feedback and
recognition received; factors affecting performance. Identify opportunities and objectives for
the year ahead.
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CAPABILITIES
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Summarise
HOW the individual achieved their results; the skills, knowledge, behaviour,
and attributes demonstrated and developed. Recognise strengths; identify
areas to develop. Identify potential for wider responsibilities.
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DEVELOPMENT
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Summarise
learning and development achieved during the year. Explore aspirations and
career interests. Identify learning and development for the year ahead, in
current role and for wider responsibilities; approximate timing.
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Countersigning manager’s comments:
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Signed: Date:
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REVIEW
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Summarise
review meeting, and any actions and responsibilities.
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REVIEW AGREED
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Individual: Date:
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Line manager: Date:
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Performance
and Development Review 2003
Self Review
These
questions are to help you prepare for your Performance and Development Review
discussion with your manager. This form does not form part of the PDR
documentation. You do not need to show
your answers to your manager, but you should complete it before the
meeting.
A Contribution and capabilities
1
What were your contributions during the past year, in
the context of the overall responsibilities of your role? What specific targets
did you achieve?
2
What was the impact of your contributions on the
organisation?
3
What factors should be considered when reviewing your
contributions and their impact – what helped, or hindered? (e.g. your approach,
elements beyond your control, etc)
4
Is there anything you could do to improve the
relationship/enhance the effectiveness of your work with your line manager/with
colleagues?
5
What have you done to promote teamwork in the team?
What could be done to improve teamwork in CRAC?
6
What improvements do you want to make in your
performance? What will help you achieve these?
7 How could your role and responsibilities change in the year
ahead?
B Personal Development
1
What have been your major contributions during the past
year? What accomplishments from previous years do you consider major contributions?
2
What are your strengths – what have you done best and found
most rewarding?
3
What have you found less enjoyable, less rewarding? Why?
4
What other work activities interest you (and meet business
needs)?
5
What would you like to be doing in the short term; medium
term?
6
What can you do in your current role to make it more
rewarding, challenging, and to prepare for the future?
7
What additional skills and knowledge would help you perform
better in your current role, or prepare you for new opportunities?
8
How could you achieve these skills and build your knowledge?
Training
Request Form
We are firmly committed to the continuous training and
development of our staff. The Company recognises that its workforce is its most
valuable asset and that it is only by maximising every individual’s potential
that both its current and future business objectives will be met.
All training and
development activities must balance business needs with the aspirations of the
individual and the annual training budget will be allocated accordingly.
To be filled in by
Line Manager
Name of person
seeking training
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Line Manager’s
name
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Type of training
required (+ level if appropriate)
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What is the
reason for requesting this training?
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When does the training
need to be completed by and why?
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Approximate cost
if known
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Training
provider if known
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How will this
training, if approved, benefit the business?
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How will you
ensure that what has been learnt is taken back into the workplace?
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Employee’s signature
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Line Manager’s
signature
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Date
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Approved Yes/No
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Date
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Reasons
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Please return to Human Resources Department