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  • Home
  • About People and Culture
    • Our Structure
    • People and Culture Strategy
    • Key Contacts
    • New Staff Welcome
  • Employees
    • HR Hub
    • Pay, Reward and Benefits
    • Learning and Development
    • Development and Career Progression
    • International Staff Support
    • Wellbeing at Queen's
    • Managing Stress at Work
    • Annual, Family and Other Leave
    • Sickness Absence
    • Employee Experience and Engagement
    • Green Impact
  • Managers
    • Performance Management Toolkit
    • Sickness Absence
    • Leave Toolkit
    • Induction Toolkit
    • Recruitment and Selection
    • Employee Assistance Programme Manager Support
    • Occupational Health Service
    • Workplace Conduct
    • Job Evaluation
    • Redeployment
    • Leaving Employment
  • Work at Queen's
    • Recruitment and Selection
    • International Staff Support
    • Women at QUB
    • Fellowships at Queen's
    • Pay, Rewards and Benefits
    • Learning and Development
  • HR HUB
  • A-Z
  • Diversity and Inclusion
    • Equality Legislation
    • Policies, Procedures and Guidance
    • Fair Employment Return Monitoring Data
    • Disability
    • Menopause
    • Fertility Treatment Leave
    • Celebrating Diversity
    • Faith, Religion and Belief
  • Annual, Family and Other Leave
    • Annual Leave
    • Work Life Balance Policies
    • Other Leave
    • Agile Working Toolkit
  • Legal Services and Employee Relations
  • Learning and Development
    • Researcher Development
    • Learning for All
    • Learning Resources LinkedIn Learning
    • Leadership and Management Development
    • Essential Learning
    • Administrative Skills
    • Career Development Hub
    • Coaching and Mentoring
    • Remote Working
  • News
  • Pay, Reward and Benefits
    • Reward and Recognition
    • Pay and Conditions
    • Financial Support
    • Parents and Caring
    • Discounts
    • Commuting
    • Pay & Reward Benefits
    • Financial & Other Benefits
  • Fellowships at Queen's
    • Illuminate: Vice-Chancellor's Fellowship Scheme
    • Fellowship Academy
    • Externally Funded Fellowships
  • People and Culture COVID Guidance
    • COVID-19: People and Culture FAQs
Man and Woman Chatting while sitting in Office
People and Culture
Performance Management Toolkit
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  • Performance Management Toolkit

Performance Management Toolkit

Managing Performance is an ongoing process which is about ensuring that an individual’s performance contributes to the aims and objectives of the team, department, Faculty/Professional Services area and overall to the University’s goals.

  • Supporting Performance
  • Priorities
  • Reviewing Performance - PDR
  • Performance Issues

Managing performance includes a range of processes and activities that clarifies the expectations we all have when we work together on a daily basis, making all of us accountable for achieving specific objectives and targets. It is a continuous process that relates to everyone by ensuring appropriate action is taken to recognise, support and address performance.

Effective performance should be underpinned by our Core Values of Integrity, Connected, Ambition, Respect and Excellence (ICARE).

Performance Management:

  1. Helps to make sure that everyone is clear about how they contribute to the strategic goals of the University.
  2. Provides clear guidance on what is expected within our role for that year.
  3. Offers information, support and opportunities to help staff continue to develop and grow professionally and personally.
  • WHY MANAGE PERFORMANCE?
    • Empowered staff have a greater understanding of the contribution they make, their skills and how they can use them to best effect.
    • Facilitates meaningful, on-going conversations between managers or supervisors and staff about performance, professional development and career aspirations.
    • Shared ownership for performance discussions between staff and managers.
    • Enable higher levels of individual and team performance through a work environment where all staff confidently give and receive feedback to their peers and managers.
    • Facilitates enhanced teamwork, as managers have a deeper understanding of their teams’ capabilities and motivations and are better able to assign the appropriate people to projects.
  • THE PROCESS

    The process of managing performance ensures:

    • That there is a clearly comprehensible and well-communicated link between the achievement of the University strategy, Faculty / Professional Service strategy and plans, and individual objectives.
    • Individuals understand the essential job functions they are expected to carry out, how the job contributes to the aims and the department, and what ‘good performance’ looks like.
    • An alignment between the skills required to achieve the objectives and the skills an individual possesses (and providing support where a gap is identified).
    • Individuals are kept motivated, with regular and timely feedback and discussions on performance and progress.
    • That staff have the appropriate opportunities, resources, support, drive and capability to achieve their objectives. This includes identifying any barriers to performance and overcoming them.
  • PLANNING AND PERFORMANCE - PROBATION

     Advice and guidance on probation.

  • ADDITIONAL RESOURCES

    The Puzzle of Motivation (TED talk video)

    The Impact of Employee Engagement on Performance (Harvard Business Review)

In This Section
Performance Management Toolkit
  • Managers
  • Priorities
  • Supporting Performance
  • Reviewing Performance and Development
  • Performance Issues
  • Planning for Performance Probation
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