Home Office: Performance Appraisal

The Home Office is committed to thorough performance management and has in place robust processes to ensure that those who fall below the expected standards are supported to improve in a timely manner.

This can be either through an informal performance management process called Focused Support or through the formal Managing Poor Performance Policy. For most colleagues, Focused Support will help to improve performance. If an employee does not improve sufficiently, Managing Poor Performance policy will be used. Those who cannot improve their performance, despite this additional support, may be dismissed.

The table below provides the number of staff members who had plans in place to support them to improve their performance, either informally or through our formal managing poor performance process, or both.

1 Distinct Count of "First Conversation" Focused Support Documents uploaded to Metis with the status of "Completed " or "In Progress".

Focused Support is an informal process and is applied for a dip in performance which can include, but not limited to, the following reasons:

1) lack of training

2) lack of will or motivation

3) skills or knowledge gaps

4) misunderstandings about expectations

5) management style or relationship with the job holder

6) workplace relationships

7) environmental factors

8) health, personal life or other issues outside of work

2 Data is based on the count of Managing Poor Performance cases of Paid and Unpaid Civil Servants formally opened with SSCL in the Reporting Period.

3 Individuals may appear in both the Informal Focused Support and Managing Poor Performance counts, as these represent the informal and formal stages of the Performance Management process, respectively.