INDIVIDUAL PERFORMANCE MANAGEMENT ARRANGEMENTS Individual performance management within the Children and Families Service involves three elements: Reflective Supervision: Regular one-to-one meetings between the supervisor and supervisee in order to meet operational, professional and personal objectives. Appraisal: (Personal Action Plan). An annual meeting (reviewed six monthly/Employee Developmental Review) between the supervisor and supervisee to: Identify what has gone well and what hasn’t gone so well over the past year Set measurable objectives and/or targets in line with team objectives and/or targets for the coming year Identify learning and development needs to help them to carry out their jobs better, both now and in the future For registered social workers continuing professional development will be measured against the registration requirements of the Health & Care Professions Council (HCPC) and the College of Social Work’s (TCSW) Professional Capabilities Framework (PCF). For further information please follow this link: . Learning & Development Planning: This forms part of the appraisal process and aims to encourage the supervisee to identify and evaluate learning that has taken place during the previous year and plan for learning opportunities for the coming year. A six monthly review will be conducted to ensure that plans are still relevant and are up to date in accordance with any changes, e.g. in working practices.
INDIVIDUAL PERFORMANCE MANAGEMENT ARRANGEMENTS Individual performance management within the Children and Families Service involves three elements: Reflective Supervision: Regular one-to-one meetings between the supervisor and supervisee in order to meet operational, professional and personal objectives. Appraisal: (Personal Action Plan). An annual meeting (reviewed six monthly/Employee Developmental Review) between the supervisor and supervisee to: Identify what has gone well and what hasn’t gone so well over the past year Set measurable objectives and/or targets in line with team objectives and/or targets for the coming year Identify learning and development needs to help them to carry out their jobs better, both now and in the future For registered social workers continuing professional development will be measured against the registration requirements of the Health & Care Professions Council (HCPC) and the College of Social Work’s (TCSW) Professional Capabilities Framework (PCF). For further information please follow this link: . Learning & Development Planning: This forms part of the appraisal process and aims to encourage the supervisee to identify and evaluate learning that has taken place during the previous year and plan for learning opportunities for the coming year. A six monthly review will be conducted to ensure that plans are still relevant and are up to date in accordance with any changes, e.g. in working practices.