Having reviewed your performance, your manager can give you five possible ratings.
Most people should get an ‘Achieves’ – this means you’re doing your job well, and you deserve thanks and recognition for this. However, in exceptional circumstances some people will get one of the other four ratings.
Outstanding
This means you have consistently exceeded standards and expectations – perhaps because of exceptional circumstances. You’re seen as someone who stands out in the way you get things done and as an exceptional role model.
Exceeds
You have often exceeded standards and expectations, possibly because there have been unusual challenges. Your colleagues recognise you as someone who goes the extra mile.
Achieves
You meet the standards and expectations that come with your job. You achieve the goals you’re set, and you work in a way that demonstrates our values. We think you’re a good employee – and that’s something to be proud of.
Needs development
You are new or have been here less than six months. Or you’re falling short of our standards and expectations. You’re not doing your work in a way that meets our values.
Unsatisfactory
You’re failing to meet our standards and expectations. The way you do your work isn’t in line with our values.
What to do if you disagree with your end of year performance rating
You can appeal against your end of year performance rating if you disagree with it. The first step is to make an informal appeal to your grandparent manager (your manager’s manager) when it’s awarded. If you want to take things further, you can make a formal appeal to an independent service director before your rating’s signed off in April.
How does my performance rating affect my pay?
This will depend on your terms and conditions. Please see this document for details of how your performance rating affects your pay.