Disabled Adjustments needed to processes PDR process to include people (eg PDR meetings support exploration of whether staff – worker, technology). Access to experience any barriers that resources. may prevent them from fulfilling the job requirements Staff with mental health issues may and/or realising their potential not be able to recognise their e.g. issues relating to performance issue/behaviour. disability, the provision of equipment, and the working If not disclosed, managers unable environment. This should to make adjustments and could also be explored in a less lead to performance issues. formal meeting. Staff feel they have to Managers to be referred to overcompensate by agreeing to mental health guidance on higher performance targets. holding meetings. Disability leave = less days to work General communication to all which may impact on performance. staff to encourage disclosure and outline support. May not wish to draw attention to their status through discussions Training for managers to with managers. Managers may feel include awareness of this uncomfortable in communications issue. which could impact discussions All managers to receive E&D training Younger Percentage of workforce aged 65+ All managers to receive E&D or older expected to increase (risen from training people 2.0% in 2012 to 2.7% in 2014. Remains at 2.7% in 2016: 2014/16 PDR process to include Staffing Compendium). exploration of career Possible increase in performance aspiration/plan. issues with older staff due to health conditions. Perception that older staff may be and managers may not “coasting” give objectives or opportunities for training. Older staff feel learning and Different training development opportunities are approaches/methods offered helping them to do their job and to different recognise learning develop themselves less than styles younger staff (2014 Staff survey). Younger staff are more engaged than older staff (2014 Staff survey) Younger need opportunities to – develop. Concern if not given
Disabled people Adjustments needed to processes (eg PDR meetings – support worker, technology). Access to resources. Staff with mental health issues may not be able to recognise their performance issue/behaviour. If not disclosed, managers unable to make adjustments and could lead to performance issues. Staff feel they have to overcompensate by agreeing to higher performance targets. Disability leave = less days to work which may impact on performance. May not wish to draw attention to their status through discussions with managers. Managers may feel uncomfortable in communications which could impact discussions PDR process to include exploration of whether staff experience any barriers that may prevent them from fulfilling the job requirements and/or realising their potential e.g. issues relating to disability, the provision of equipment, and the working environment. This should also be explored in a less formal meeting. Managers to be referred to mental health guidance on holding meetings. General communication to all staff to encourage disclosure and outline support. Training for managers to include awareness of this issue. All managers to receive E&D training Younger or older people Percentage of workforce aged 65+ expected to increase (risen from 2.0% in 2012 to 2.7% in 2014. Remains at 2.7% in 2016: 2014/16 Staffing Compendium). Possible increase in performance issues with older staff due to health conditions. Perception that older staff may be “coasting” and managers may not give objectives or opportunities for training. Older staff feel learning and development opportunities are helping them to do their job and develop themselves less than younger staff (2014 Staff survey). Younger staff are more engaged than older staff (2014 Staff survey) Younger – need opportunities to develop. Concern if not given All managers to receive E&D training PDR process to include exploration of career aspiration/plan. Different training approaches/methods offered to different recognise learning styles
Equality-Analysis-form-maximising-performance-for-consultation.docx