Bydd y cytundeb yn gosod dysgu a datblygu wrth galon arfarniadau blynyddol lleol, gan helpu i wella'r profiad i'r staff a sicrhau eu bod yn arddangos y safonau gofynnol ar gyfer eu rôl cyn symud ymlaen i'r pwynt cyflog nesaf. Rydym yn gwybod bod arfarniadau cywir yn helpu i wella ymgysylltiad â staff, a thrwy hynny sicrhau gwell canlyniadau i gleifion. Yng Nghymru, mae ymrwymiadau penodol gan Fforwm Partneriaeth Cymru i wella iechyd a llesiant staff y GIG er mwyn gwella lefelau presenoldeb, ac atal absenoldeb salwch, wedi galluogi staff y GIG i barhau i fanteisio ar daliadau oriau anghymdeithasol yn ystod cyfnodau o absenoldeb oherwydd salwch. Ar ben hynny, bydd undebau llafur a chyflogwyr hefyd yn cydweithio i helpu unigolion yn ein gweithlu os byddant yn wynebu diagnosis o salwch angheuol, gan fabwysiadu ymgyrch “Dying to Work” y TUC.
The agreement will put learning and development right at the heart of local annual appraisals, helping to improve the experience for staff, ensuring they demonstrate the required standards for their role before moving to the next pay point. We know that getting appraisals right helps improve staff engagement and through that better outcomes for patients. In Wales, specific commitments by the Welsh Partnership Forum to improve the health and wellbeing of NHS staff so as to improve levels of attendance and a preventative approach to sickness absence has enabled NHS staff in Wales to continue to benefit from unsocial hours payments during sickness absence.  Additionally, trade unions and employers will also work together to support individuals in our workforce if they face a diagnosis of a terminal illness, and will adopt the TUC “Dying to Work” campaign