Performance and development

If you are a frontline social care employee

If you are a frontline social care employee, your performance and development will follow the Social Care Capability Framework.

Making the most of performance and development

My Performance

My Performance is a dedicated and confidential place to review and capture your check-in conversations and action points online. You can also create development plans and objectives within the platform. 

My Performance is:

• simple
• confidential
• focussed
• a consistent place to prepare, capture and revisit conversations and plans

My Performance is a great way to manage your performance and development work. You can keep track of your: 

• Check-in conversations: record the notes and actions from your check-in conversations using the My Performance development system
• Objectives: create objectives and keep track of your progress
• Development plans: build development plans and keep track of your progress, linked to My Learning

The Performance Development Hub also has resources that will support you in planning effective development conversations.

For additional guidance on using My Performance, watch the walkthrough videos​ or take a look at our helpful reminders and updates.

How to get the most out of performance and development conversations and check-ins. This covers:

• objective setting
• development plans
• performance and progress reviews
• career development
• learning goals
• wellbeing
• two-way feedback
• meaningful conversations

What is performance development?

Why it matters

Performance development is an ongoing process of regular check-ins between you and your manager. It can:

• set the foundation for a healthy relationship
• enable you to feel connected
• give you the confidence to perform at your best
• provide a protected space to talk through problems
• support your career development
• facilitate discussions around expectations, progress, challenges, successes and opportunities to thrive

What to expect

A check-in is typically made up of four key elements:

• performance
• wellbeing
• two-way feedback
• development

Subjects covered and how long you spend on each will vary. You may not cover all areas in one check-in but focus on what is important at that time. 

We recommend you have a check-in conversation with your manager at least once every eight weeks. 

Further useful resources

The performance development guidelines and performance development video overview​ provide more information about our approach.

To hear from some of our council employees about why performance conversations matter, watch the video on what makes a meaningful conversation on My Learning.

Read our performance development FAQs.

If you require help with formal performance improvement plans, visit the improving performance page.