Personal review guidance notes
The performance management process for senior managers
Leaders within Arriva will be famous for their “innovation
and delivery”.
The line manager and employee have shared responsibility for the
personal review process. The objective is to have a structured
discussion, leading to enhanced personal and business performance
over the next year.
Arriva’s personal review process brings together the
following key elements in a positive way, to support the
development of senior managers and improve business
performance:
- A review of performance against agreed objectives for the past
year.
- An assessment of overall performance.
- An assessment of performance against Arriva’s strategic
leadership behaviours.
- A career and succession discussion
- The agreement of a personal development plan.
Arriva’s strategic leadership behaviours
Personal Review – process flow
| Six stages |
The process |
Considerations |
Stage 1
Preparation |
- SMART objectives should be set at the beginning of the review
period.
- Both line manager and employee independently:
- Review achievement against existing objectives and Personal
Development Plan.
- Provisionally assess performance against leadership
behaviours.
- Consider future options, career aspirations and areas for
personal development.
- Consider SMART objectives for next
year.
|
- Identify a suitable location for the meeting
- Allow sufficient meeting time and ensure no interruptions.
- Gather feedback / performance information in advance e.g.
customer feedback, business results etc.
|
Stage 2
Review objectives |
- Discuss/review performance against objectives.
- Assess/record the outcome for the year end indicating to what
degree objectives were met.
- Assess overall performance taking into account overall
performance against objectives, leadership behaviours and general
conduct.
- If there is a failure to agree both should explain their
position and record in the comments box.
|
- Discussion should be open, honest and 2 way.
- Active listening/ effective questioning will facilitate the
process (reference: The Arriva Approach to Discussion Skills)
- Discipline / grievance issues should not be
discussed
|
Stage 3
Leadership assessment |
- Discuss and assess performance against Arriva’s strategic
leadership behaviours.
- Record an overall assessment for each
behaviour.
- Record all areas that require development and ensure all
specifics are carried through to PDP.
|
- Assessment should be appropriate to current role. Capture
development needs for employee’s current role and for their
future career aspirations.
|
Stage 4
Career and succession |
- Discuss their career aspirations. Line manager should give
feedback. Record outputs on form.
- Discuss their potential/ capability. Line manager should give
feed back. Record outputs on form.
- Consider and discuss future career options.
- Include comments to support the discussion.
- If there is a failure to agree both should explain their
position and record in the comments box.
|
- Discussion should be open, honest and 2 way.
- It is important to convey that future career paths cannot be
guaranteed.
- Ensure any outputs are carried through to
PDP.
|
Stage 5
Personal Development Plan (PDP) |
- Discuss and agree development objectives and record these on
the form.
- Discuss and record agreed actions and timescales. Include
specifics identified during the leadership
assessment.
|
- Development needs should be identified from the performance
review, assessment of leadership behaviours, career discussion and
future role requirements.
- Refer to appendix 1
|
Stage 6
Audit and Admin |
- Employee signs completed document
- Ensure documentation is filed confidentially.
|
- Further meeting(s) may be necessary to address issues/ failure
to agree.
- Line Manager signs completed document
- Reviewing manager signs completed document and returns to line
manager
- Line manager and individual keep copy of
document.
|
| Title |
PDF |
| Personal review guidance
notes |
 (240
KB) |
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