As part of the process of developing and implementing this new approach, the council undertook a number of different tasks including:

 

• A competency framework was developed that translated council values and performance measures into management and employee behaviours under key corporate themes.
• Competencies were developed for leadership and management to reflect current council priorities/objectives and then customised to reflect the different levels of managers and the nature of the role.
• A rating element was introduced to the new ADR process to provide a basis for performance improvement by generating a discussion about current levels of competency.
• The process involves a review of an individuals’ current work plan and the creation and validation of a new work plan to reflect team/service priorities.
• The process was designed to focus on outcomes/ key results areas to ensure that there was a specific purpose for assessing competency.
• ADR was developed with competencies and a process that recognises 5 management and 2 employee levels which is reflected in the templates and supporting documentation.
• Performance development planning is an integral part of the process using a standard template which will enable the collation of training needs.
• Role profiles were created for each management level and competencies and behaviours are written with generic content which provides flexibility to use them to underpin other processes e.g. recruitment

The main benefits of the new ADR process can be split into two key themes – business and process benefits

 

Business Benefits

• A competency framework has been introduced as part of ADR across management levels and for employees that reflects the key behaviours required for effective performance
• The process provides a clear focus on outcomes by reflecting on key result areas.
• The Leadership and Management competencies are being used to develop customised learning and development programmes
• ADR has been adapted as necessary to ensure that it works for all services/ teams and employees.
• The core competencies provide a basis for an integrated approach to employee performance with the same competencies used across HR processes e.g. recruitment.

 

Process Benefits

• The ADR provides an employee performance management process that meets the needs of all employees and provides a platform for individual and collective improvement.
• Any barriers to employees participating in ADR have been overcome to ensure that the process is fit for purpose for all relevant employees.
• ADR documentation is easily accessible and supports the process effectively
• All managers are conversant with the application of the ADR process and have been given the knowledge and skills to apply it in an effective manner.
• Learning and development needs can be captured from templates to inform training programmes.