About the process
We recognise that our employees are integral to achieving our council priorities, vision, values and target operating model. Everyone needs to be able to perform to their best and have the opportunity to learn, grow and progress in their careers and feel valued for their contribution to the overall success of the council. In order to thrive at work, all employees need to be involved in regular strength-based conversations with their manager throughout the year about the work they do, how they feel about it and where they may need help, support and guidance.
The Cumberland employee appraisal process provides a simple structure to support an annual review and summary of these regular conversations, capture progress and achievement against personal, team and service priorities and look towards new ones for the following 12 months.
By holding regular conversations with your team members you will be able to provide positive and constructive feedback – any praise for work well done or constructive feedback should be given in the moment and not stored for the next annual summary. Nothing in these conversations should be a surprise and do not replace or prevent regular one to one conversations.
This appraisal process replaces all previous appraisal systems in the legacy councils.
Aims of the appraisal process
The appraisal process aims to:
- ensure all employees understand and are engaged with our values and operating model and how these underpin and link to their role
- provide an opportunity to check in on health and wellbeing
- ensure all employees feel included, valued and supported in delivering against council priorities
- provide quality time to reflect on what has been achieved, is progressing well, could be even better and how
- encourage ownership of work and development, seeking solutions and opportunities to further improve practice
If you have any queries about the appraisal process or need support
Contact Learning and Development.
Email: [email protected]