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PEOPLE PERFORMANCE MANAGEMENT TOOLKIT …

NHSE mployersPEOPLE PERFORMANCE MANAGEMENT TOOLKIT NHS Employers and the National Skills Academy for Social Care at Skills for Care would like to give special thanks to the reference groups of employers, employees and managers and the many other contributors from across health and social care involved in the development of this THIS TOOLKITHELPFUL HINTWe have used ACAS guidance as a reference in the preparation of this resource. ACAS provides free and impartial information and advice to employers and employees on all aspects of workplace relations and employment law.

Find out more about: People performance management (PPM) is a term used to describe all the processes and techniques that ensure employees are working to …

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Transcription of PEOPLE PERFORMANCE MANAGEMENT TOOLKIT …

1 NHSE mployersPEOPLE PERFORMANCE MANAGEMENT TOOLKIT NHS Employers and the National Skills Academy for Social Care at Skills for Care would like to give special thanks to the reference groups of employers, employees and managers and the many other contributors from across health and social care involved in the development of this THIS TOOLKITHELPFUL HINTWe have used ACAS guidance as a reference in the preparation of this resource. ACAS provides free and impartial information and advice to employers and employees on all aspects of workplace relations and employment law.

2 For more information visit ACAS PERFORMANCE MANAGEMENT (PPM) matters and how well we do it has a huge impact on the quality of care that PEOPLE who use our services receive. This TOOLKIT for line managers in health and social care aims to encourage and enable good PPM in practice. Use the left and right arrows on each page to work through the seven main sections, or go straight to the section you need using the icons at the top and bottom of each page. The TOOLKIT and the supporting scenarios are a guide for managers on PPM.

3 They do not replace organisational policies and procedures where they exist and should be treated as an additional resource. Where organisational policies and procedures conflict with the content of the TOOLKIT , the organisational policies and procedures take precedence. The information contained in the TOOLKIT is for general guidance purposes only. It should not be relied upon as a substitute for advice on specific facts or matters and we recommend that you contact your usual HR contact or employment law adviser for detailed advice on the facts of the case.

4 We assume no responsibility for the contents of linked websites and we have no control over the availability of the linked principles of PPM in any care setting are the same, but the context may differ. This resource is intended for your organisation regardless of whether it is small or large, and whether it is commercial, voluntary sector, local authority or NHS. NHSE mployers2 Find out more about:WHAT IS GOOD PEOPLE PERFORMANCE MANAGEMENT ?How you lead and manage your employees from the moment they join your team, can make a big difference to them and to the PEOPLE they are providing with care and essentialsPeople PERFORMANCE MANAGEMENT (PPM) is important and how well we do it has a big impact on the quality of care that PEOPLE who use our services receive.

5 As a line manager you are responsible for leading and managing an individual or team of PEOPLE and the quality of the service they deliver. The way you recruit, supervise and develop your employees will make a difference to how they feel about their job and their ability to work to the right standard. Your leadership will also set the tone and help to create conditions for a positive workplace culture that is focused on delivering high-quality care. Good leaders create a positive environment for employees so that they feel engaged and are focused on caring for Michael West at Lancaster University MANAGEMENT School has undertaken research into the factors that determine the effectiveness of individuals, teams and organisations at work.

6 His blog Cultures of Engagement explores the creation of high-quality cultures of YOU FIND THIS TOOLKIT USEFUL?Find out more about:Get it right from the startEvery time you discuss work with your employee you are managing their PERFORMANCE , so PPM is really just one long conversation that starts on day one of employment and continues until the employee leaves your team. PEOPLE work best in an environment that encourages openness and honesty in a positive, constructive and professional way. They also work well when communications are two-way, involving a balance of feedback and active listening from both manager and employee.

7 The PERFORMANCE MANAGEMENT conversation begins when you decide on the duties and responsibilities of a job and then continues through each step in an employee s journey (hover over the helpful hints below for more information):HELPFUL HINTDID YOU FIND THIS TOOLKIT USEFUL?Find out more about:Investing your time in managing the PERFORMANCE of your employees is essential to ensure that your team, service and organisation are all delivering excellent services. As a manager you are responsible for knowing if your team members are performing well.

8 That means that they are conducting themselves in a way that is guided by the values important to your organisation and to the health and social care sector - promoting the health, wellbeing and independence of PEOPLE they support with compassion, respect and IMPORTANCE OF PEOPLE PERFORMANCE MANAGEMENTP eople PERFORMANCE MANAGEMENT (PPM) brings positive benefits to you as a manager, to your employees, and your organisation. PEOPLE using your service also gain through the safe, high-quality of care they receive as a result of good PERFORMANCE and the open and honest environment that good PPM creates.

9 See the checklist on considering the benefits of PPM .DID YOU FIND THIS TOOLKIT USEFUL?Find out more about: PEOPLE PERFORMANCE MANAGEMENT (PPM) is a term used to describe all the processes and techniques that ensure employees are working to the best of their ability and putting the values of your organisation into practice. It may seem daunting when described this way, but as a manager you do it every PEOPLE PERFORMANCE MANAGEMENT WELL When it is done well, PERFORMANCE MANAGEMENT is not an administrative burden, but an essential tool that helps employees deliver care well to standards set by their employers for the benefit of patients and service users.

10 Professional Standards Authority for Health and Social Care what the service is trying to achieve their role in helping the service achieve its goals the skills and competencies they need to fulfil their role the standards of PERFORMANCE required how they can develop their PERFORMANCE and contribute to development of the organisation how they are doing when there are PERFORMANCE problems and what to do about them. (Source: ACAS) Managing PERFORMANCE is a continuous process which involves making sure that the PERFORMANCE of employees contributes to the goals of their teams and the organisation.


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