competence development

Staff performance and development review

Manager and staff members’ responsibilities in the staff performance and development review process

A rewarding and relevant staff performance and development review requires good preparation, implementation and follow-up from both the staff member and manager. Here you get an overview of the entire process.

How to prepare as a manager for the Staff performance and development Interview

1
Preparation
Get an overview of the unit's framework for the staff performance and development review.

Determine goals, future plans and competence needs together with the management team.

Be aware of special themes from the local works council.
2
Schedule
Plan dates for joint meetings, individual conversations and follow-up meetings.
3
Preparing for the interview
Familiarise yourself with the employee's current situation and updated goals.

Think about how to make your unit's strategy and goals visible in the conversation.

Consider the need for new development goals and opportunities for competence development.
4
Communication
Send an invitation two weeks before the interview with preparation materials.

Create a trusting space during the conversation and focus on the employee's well-being and development needs.
5
Follow-up
Complete and approve the competency development plan after the interview.

Follow up on the agreements on an ongoing basis and conduct status interviews.

Provide overall feedback to the team and coordinate with the management team on the unit's development.