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Performance Management System

My performance has been assessed formally every 6 months with a tool called a Personal Development Plan (PDP). This document allows for my performance to be measured and areas that are underperforming to be addressed and areas in which i want to explore opportunities can be identified. Most recently i had a conversation with my team leader to see if i was meeting the expectations required of my role. She then asked me if i was looking to move up into a leadership role and if another roles in the unit interest me. We both agreed that I still needed to develop in my current role and i would be happy to pursue higher graded positions following the next review. It was also an opportunity for me to tell her what my interests were moving forward and she agreed that she would support me.

Key Responsibility               Performance Indicator        Review Notes

To provide practical and timely advice, information and resources via delivery of WHS support services to schools and the workplace
Deliver support and advice as per Policy/procedures, consistent with unit process and with relevant service delivery tools, within timeframes
99% on task
To triage incidents with category and severity and develop incident action plans using service deliverable tools
Incident action plan on severity 1 incidents developed and monitoring arrangements in place with leader/manager
Will ensure all incidents are addressed
Implement safety programs and initiatives to ensure compliance with departmental requirements and targets in schools and workplaces
Attend regular workplace visits to deliver and implement new programs, communicate new programs to school, participate in reference groups to contribute to program design
100% met and attend when required.

My experience using the SMART objective framework allowed for my duties to be linked to the organizational objectives. I was able to clearly identify that I was meeting my objectives and how they contribute to the team output and feed up into the bigger picture. This process identifies areas that need improvement or can 
provide for a sideways move if my skillset can be better utilized in another area by way of professional development (Skillsforcare.org.uk, 2017). I did not find this experience difficult as I have been through the process a few times in different roles and understand the importance of having ones expectations met. Although I must comment that a lot of employees don't see the benefit as they don't want to move on in their career and just want to remain in their current position without having to deal with organizational change.
 Reference:
People Performance Management Toolkit. (2017). NHS Employers and Skills for Care.  Retrieved from: https://www.skillsforcare.org.uk/Documents/Leadership-and-management/People-Performance-Management-Toolkit/People-Performance-Management-Toolkit.pdf or download the pdf.

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