Performance Reviews

Policy

As part of our commitment to improve our services, we assess and monitor the performance of our staff regularly. All staff have an initial review of their performance after their first three months of employment, with subsequent reviews scheduled annually to provide an opportunity for:

• assessing performance
• identifying areas for improvement
• helping get the staff member's buy-in on the practice's equity journey
• identifying training needs and areas for professional development
• updating the position description to reflect changes to the role.

If appropriate, we may also schedule reviews at other times to support staff needs, e.g. during periods of practice growth and change.

Performance review procedure

1. Schedule a review meeting.
2. Before the meeting, both parties should reflect on and note:
   • things that have gone well
   • things that could have gone better
   • evaluation of goals set from the previous review
   • areas for further support, training, or development.
3. Give feedback on the staff member's performance and give examples. Make sure the person knows their work is appreciated when they perform well, and that their role contributes to the practice's goals.

   It is more meaningful for the staff member to identify things that didn't go well themselves than for the manager to point them out. This can be the basis for a good conversation about development.

4. Discuss objectives for the year ahead. Set clear and attainable goals.
5. Talk about the person's equity and cultural competency development. This is an opportunity to address any concerns and help get their buy-in.
   • Consider asking:
     • what successes they feel they've had so far, e.g. improved Te Reo Māori pronunciation or more awareness of bias.
     • other ideas they have to build on this, e.g. using greetings in emails, learning a karakia, or having staff take turns bringing a whakataukī to team meetings.
   • Encourage small steps to build confidence.
6. Discuss any areas for improvement, and identify what support they need. Choose solutions openly and honestly and identify clear expectations.
7. Update the position description (if needed), to incorporate changes to the role and responsibilities
8. Document the discussion and make sure the action points are clearly identified. Encourage the staff member to ask for clarification or further discussion where necessary. Make a plan for follow-up and/or accountability.

Make sure all performance information remains confidential and is securely stored.