Swings + Roundabouts Summer 2017

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About the author
Peter Reynolds is the Early Childhood Council’s (ECC)
Chief Executive Officer.
The ECC has more information on performance
management as well as further guidance and
information across all aspects of human resource
management exclusively for ECC members. Go to www.
, log in, and look under Support & Resources/
Tools & Resources.
The ECC also offers their members up to 15 minutes free
advice with someone who has experience and expertise
in employment law through the ECC/Buddle Findlay
Employment Relations Helpline and Email service.
Early Childhood
Council
or ring 0800 742 742
We provide a great
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success.
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A performance management meeting
organised to discuss the staff member’s
performance should be a two way discussion
which will provide you the opportunity to
find out whether there are any underlying
issues that you may not be aware of that are
affecting the staff member’s performance.
For example: clashes of personality,
domestic situations, lack of training, etc.
From this discussion you will also be able
to assess if the staff member’s lack of
performance is purely performance related.
If so, has anything changed in the centre to
cause this issue or change in attitude?
At the end of the meeting the staff member
should be aware of the following outcomes:
● Fully aware of their performance goals
they need to achieve and/or expected
behaviour required by the centre
● An agreed action plan to rectify the staff
member’s performance issues, with clear
guidelines on how their performance will
be measured going forward
● Organise any training needs highlighted
by the staff member
● Mutually agree a date which is fair and
reasonable to review the staff member’s
performance
● Potential consequences that could result
from the staff member’s performance
not improving, for example moving to a
disciplinary process that could impact on
the staff member’s employment at your
centre.
An effective performance management
system will have the effect of focusing staff
in your centre on the centre’s objectives.
Through successfully identifying staff
members’ training and development needs,
and by providing constructive feedback to
your staff on their performance, you will
enable staff to improve and develop their
skill sets within their role.
It is good practice to communicate what
form of performance management system
your centre uses for its staff during your
induction process. By the end of the
induction process staff should be aware
of their goals and objectives they need to
achieve within their role to ensure they are
performing satisfactorily.
The sole purpose of a performance
management system is, therefore, to assess
and ensure that staff are carrying out their
duties, which they are employed to do, in an
effective and satisfactory manner, which is,
in turn, contributing to the overall success
of your centre.
December 2017 { 27 }