My conversation guide
2. My performance conversations
My performance conversations should be ongoing throughout the year and are effectively a one to one with a slightly different focus. But there are certain key conversations that must be completed to provide a formal review against objectives.
- My Planning Conversation - early objectives identified and recorded between April and June
- My Review Conversation - mid-year review of objectives updated between September and November
- My End of Year Review Conversation - final review updated between March and May
My End of Year Review and My Planning Conversations can be covered in one meeting.
Objectives and details of these conversations should be recorded on the performance development conversation template (link below) and loaded on to the My Performance Year section of the Learning Lounge.
My performance conversations allow for identification of progress, learning needs and development opportunities for you and within the context of your team/service plans.
It is a positive process aiming to support you in performing the best you can. Objectives are not to be used in a negative or punitive way – you should follow the performance management process if there are concerns about performance. Your performance conversation is to support development regardless of the level of support needed.
More information about the benefits of the performance conversation, how to plan, prepare and carry out the conversation and how to load it on to the Learning Lounge can be found in the My Performance Year: A guide for staff and managers eLearning course.
The My Performance Year diagram below, helps to show how the My Performance Conversations fit in with one to one/supervision meetings and team meetings.