Performance review

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Performance Review for IT Professionals
(Core) Government IT Profession e-Government
Unit, Cabinet Office August 2006
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Introduction

• Three stages to any performance review
• Preparation
• Discussion
• Follow-up

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Preparation

• Self assessment
• review requirements of current role, objectives
  targets
• identify the Primary Competency of the current
  role (refer to the Government IT Profession
  competency framework)
• identify skills used and the level of skill
  achieved, from practitioner to senior manager
  (refer to the Government IT Profession skills
  framework descriptors)
• note skills and levels of skill used on the
  Skills Record Sheet

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Government IT Profession Competency Framework
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Government IT Profession Core Skills Framework
based on SFIA v3
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Skills Record Sheet
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Preparation

• 2. Objective setting
• review current objectives and achievement against
  targets
• draft forward objectives and targets for the role
• consider what needs to be achieved and how the
  job can be done better

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Preparation

• 3. Personal Development Plans (PDPs)
• Use the PDP to record
• existing skills that need broadening and
  deepening
• development opportunities that will build those
  skills competencies
• any new skills required to achieve the new
  objectives
• skills, competencies and experience to help
  achieve the next career move and
• what development is needed to gain these

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Discussion

• 1. Inputs to appraisal discussion
• current job description and skills needed for
  role
• skills self assessment
• draft forward objectives
• draft PDP with proposed development opportunities
  to meet objectives
• forward look at future roles
• development opportunities to gain skills and
  experience for future

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Discussion

• 2. Discussion points include
• Current role description, targets and objectives
• Competency skills required for the role
• Skills self assessment
• Skills gaps identified during self assessment
• Objectives of the role for the year ahead
• Personal Development Plan

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Discussion

• 3. Outputs
• Completed annual review documentation
• A job description for which the competency and
  skills are agreed and understood
• An agreed performance assessment for the previous
  reporting period
• Objectives for the role going forward
• An agreed personal development plan to meet new
  objectives and support career development

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SKILLS ASSESSMENT RECORD
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Follow-up

• 1. Job holder responsibilities include
• Managing personal development of skills and
  experience using agreed PDP
• Planning, arranging and completing development
  including one or more of
• formal training
• mentoring
• placements
• secondments
• coaching

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Follow-up

• 2. Manager responsibilities include
• Recording the discussion and outcomes
• Ensuring development opportunities are available
• Job holders have time to take advantage of these
• Learning is consolidated through use in the role
• Barriers to achievement of the PDP are minimised
• Objectives, role and skills descriptions remain
  current

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Where can I find out more?

• The Government IT Profession competency skills
  framework charts and skill descriptions
• www.cio.gov.uk/ITProfession
• Professional Skills for Government Core
  Competencies for IT Professionals
• www.civilservice.gov.uk