Assessing Performance Performance assessment should be based on a holistic view of WHAT outcomes an employee has delivered and HOW they were achieved, taking into account leadership behaviours.

KEY POINTS TO REMEMBER: Outcomes include both delivery of goals AND impact on the business Ratings should reflect performance coaching and feedback shared during the year, as

well as stakeholder feedback There is no hard-wiring of goals to year-end ratings e.g. delivering an ambition goal

does not automatically translate into an Outstanding rating and performance evidence may include deliverables outside of 5+3 goals

Line Leaders should understand what potential biases might impact their decisions and take the necessary steps to overcome bias throughout the year

Click here for potential biases that may impact your decisions throughout the performance assessment process