Performance ratings

The reviewer should lead a discussion on performance ratings. Reflect on the self-rating/s recorded by the reviewee and explore the evidence with them and observations that led them to this rating.

The reviewer will need to give a rating based on how they think the reviewee has performed. Where there is a difference of opinion, make sure there is an open discussion about how the views differ and why.

It is important to remember that some individuals will feel uncomfortable being awarded the highest ratings. In such cases it is important for the reviewer to build the individuals confidence through open discussion and recognition of their achievements.

For Support staff working to short-term objectives, have a conversation about ratings against each standard / target / behaviour. Then discuss an overall rating by taking a holistic view of their performance and achievements throughout the year.