Performance

Feedback has shown us that short, regular reviews are more effective than a once-a-year appraisal, so your manager will arrange regular We Connect sessions with you to discuss your performance, training needs and objectives. We encourage you to be as open and honest as possible during these We Connect sessions.

We believe an informal approach is usually more welcome in the first instance, so if your manager identifies that you are not performing to our standards, they will discuss this with you to see if improvements can be made.

Sometimes, we do need to escalate poor performance to a more formal process and we may use our disciplinary procedure or invite you to a formal performance review.

We'll invite you in writing, giving you at least 48 hours notice and allowing you the opportunity to be accompanied (see our disciplinary policy for guidance on who can accompany you). At the meeting we'll discuss the areas where you are underperforming and the improvements we require, we'll also ask you what support and/or training we can offer you to help. We'll agree a set of objectives for you to reach and a date to review your performance again and we'll write to you to set out what's been discussed.

At the follow up review meeting, we'll discuss whether you have achieved the objectives set out - if so, we'll confirm this in writing and no further action will be needed. If not, we may then initiate our disciplinary procedure with a view to issuing a disciplinary sanction.

Any letters and notes relating to your performance review will be kept on your personnel file, but they will only remain active for 12 months, provided there are no further performance reviews in that period.