Annual Performance and Development Review Form

Name: / Grade:
Area/Section:
Principal Officer: / Period Covered by
Role Profile:

(To be completed by the Manager and the Jobholder)

Part 1 –Assessmentplease ensure consistency in as far as possible with Part 3 (Overall Performance)

With reference to the Role Profile Form towhat extent have Key Objectives of the Job been achieved?

Your Key Performance Indicators will help to inform you the degree to which your Key Objective of the Job have been achieved throughout the PMDS cycle

With reference to the Role Profile Form, to what extent have theLonger Term Objectives been achieved?

Please comment on any impact the Critical Success Factors have had on performance.

Part 2 - Competency Framework

With reference to the Jobholder’s Role Profile Form/Interim Review Forms to what extent have the Knowledge, Skills and Competencies, set out as essential to the effective performance of the job/role, been developed and/or displayed?

Knowledge / Skills

Competency

The Personal Training and Development Plan

To what extent have the Training and Development issues as set out in the Jobholder’s Role Profile/Interim Review Form been addressed?

Strengthening Performance

This will help in preparing for Performance Management and Development for the next year.

What, if any, improvements in performance are required?

What supports and follow up action are required?

My Role Profile meeting will take place on:

This form has been agreed by Jobholder and Manager:

Signed:
(Jobholder) / Date:
Signed:
(Manager) / Date:

Comment on the Overall Performance (Reviewer if required)

Signed:
(Reviewer) if required / Date:

NB: The original of Parts 1 and 2 of this Annual Review form should be retained in the Division. The job holder should retain a copy also.

Part 3- Assessment of Overall Performance- to be completed by the manager.

Name: / Grade:
Area/Section:
Principal Officer: / Period Covered by
Role Profile:

Please give an overall performance assessment based on the criteria set out earlier.(This should take account and make reference to any factors outside the control of the Jobholder that impacted on the performance)

Performance Rating for all Grades

Rating / Description / Please circle relevant box
Outstanding / Role-holder has substantially exceeded standard in all role requirements and performance has been consistently exceptional / 5
Exceeds Required Standard / Role-holder has fully met all role requirements to required standard and significantly exceeded standard in some respects / 4
Fully Acceptable / Role-holder has met all of the role requirements to required standard and performance is at a fully acceptable level / 3
Needs Improvement / Role-holder has met some role requirements to required standard but performance has fallen short in some respects / 2
Unacceptable / Role-holder has met few of the role requirements and performance falls clearly short of the required standard / 1

This form has been agreed by Jobholder and Manager:

Signed:______

(Jobholder)

Name in BLOCK CAPS:______Date: ______Division:______

Signed:______

(Manager)

Name in BLOCK CAPS:______Date: ______Division: ______

Countersigned: ______Date: ______Division: ______

(if 1st supervisor is below HEO level)

Name in BLOCK CAPS: ______Date: ______Division: ______

Comment on the Overall Performance (Reviewer if required)

Signed:(Reviewer) if required: ______

Name in BLOCK CAPS:______Date: ______Division: ______

NB: Please forward Part 3 only to Ms Tracy Downey inCSD. For staff working in Tullamore please forward Part 3 only to Ms Siobain Errity. A copy should be retained in the Division and by the job holder.

Part 4 - Individualised Upward Feedback in the Department of Finance

NOTE: Managers must offer Jobholders the opportunity of giving Upward Feedback at each stage of the PMDS process. (General Council Report 1398). Jobholders can choose to participate or not. Should a jobholder choose to participate, the Upward Feedback form is on the next page.

The opportunity was given to me at this meeting to engage in Upward Feedback discussion with my manager on the three themes:

  • “How Staff Are Managed”
  • “The Running of the Section”
  • “How the PMDS is organised within the Division”

This is an opportunity for the job holder and their manager to have an open discussion using the guidelines above. The discussion need not be bound by the guidelines.

(Please tick the appropriate box)
I wish to contribute Upward Feedback on the above basis. □
I do not wish to contribute Upward Feedback at this time. □
Signed:
(Jobholder) / Date:
Signed:
(Manager) / Date:

The feedback will be discussed between the recipient (i.e. the immediate manager of the jobholder) and his/her immediate manager and the results should be incorporated into the recipient’s own performance objectives and personal development plan under the guidance of his/her manager.

Optional Individualised Upward Feedback – to be completed by the Jobholder

Agree / Neutral/not relevant / Disagree*
How Staff Are Managed: - this item includes management style, fairness, consistency, valuing of individuals.
1. My Manager lets me know that he/she values me and my contribution and shows concern for my needs.
2. My Manager ensures that I am involved in decisions that affect me (for example regarding assignment of areas of work or areas of the Department to which I am assigned.)
3. My Manager tries to ensure that my skills and attributes are fully utilised in the section
4. My Manager expects me to work longer hours than normal on a regular basis.
5. My Manager takes account of my views and my existing objectives before reaching a final decision on changing priorities in the section.
6. My Manager places too much emphasis on grade and status.
The Running of the Section: - this item includes communication/consultation, clarity on roles and goals and management of resources.
7. My Manager approach to Team briefings / section meetings is effective.
8. My Manager clearly explains the reasons behind business decisions which affect me/the section.
9. My Manager tries to keep me/the section informed of what’s happening in the Division generally.
How the PMDS is organised within the Division:– this item includes organisation climate and support for individual development.
10. My Manager values PMDS and uses it effectively as a performance management tool.
11. My Personal Training and Development plan has been implemented satisfactorily.
12. My manager uses the PMDS to provide clear and timely feedback to me about my strengths and weaknesses.
Is there any other issue you wish to raise at the individualised feedback meeting?
* please set out the reasons why you disagree with any of the points listed on a separate page

NB: The original of Part 4 of this Upward Feedback form should be retained in the Division. The job holder should retain a copy also.

Part 5–Optional assessment of Suitability for Promotion

Anoptionnow exists for jobholders to have their potential for promotion assessed at the time of the annual review. Essentially, this measure is designed to benefit jobholders – by giving them an opportunity to get feedback in relation to their suitability for promotion. This will facilitate jobholders with a view to their attaining the level of development required to reach the standard for promotion. However, this assessment will not be made available for the purposes of promotion competitions.

(To be completed by the manager where the jobholder wishes to be assessed for promotion)

If the jobholder wishes to be assessed for promotion please give an assessment of his/her suitability for a higher grade.

Please Mark the Appropriate Box

Capable of performing consistently strongly in a more senior role.

Capable of fully meeting the requirements of a more senior role.

With further experience and development, should be capable of fully meeting the requirements of a more senior role.

Not suitable for promotion to a more senior role.

SIGATURES OF JOBHOLDER AND MANAGER

Signed by: ______(Jobholder) Date: ______

Signed by: ______(Manager) Date: ______

REVIEWER’S INPUT: Reviewer’s input, if necessary (in the event of differing views arising, the matter should be referred to the Reviewer for consideration and resolution):

Comment on the Overall Performance

Signed by: ______(Reviewer) Date: ______

What, if any, improvements in Performance are required?

What supports and follow-up action are required?

Signed by: ______(Jobholder) Date: ______

Signed by: ______(Manager) Date: ______

Reviewer’s input, if necessary (in the event of differing views arising, the matter should be referred to the Reviewer for consideration and resolution): Comment on the Overall Performance

Signed by: ______(Reviewer)

Date: ______

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