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Purpose
To provide a framework for assisting staff to achieve performance requirements

Background
Goal setting is a useful motivator for all staff.  It provides a yardstick for performance to assist staff to identify their own strengths and weaknesses.

For high staff morale, goal setting should be a form of encouragement and a "game"; it should not carry the threat of dismissal for under performance in itself.  It may help detect under performance that management and the staff member can reverse through communication and professional development.

Scope
Key Performance Indicators are established for all staff and for the business itself.

Procedure
Key performance indicators are established within [our performance management system] and are regularly reviewed for accuracy.

Staff are regularly reviewed, at least (monthly, quarterly, six-monthly, annually) against Key Performance Indicators (KPIs).

Generally the process follows:
•	Preparation
o	agree review time with employee
o	advise supervisor of employee
o	review personnel records and file notes
o	use separate, private area for discussion
o	ensure no interruptions
o	enter details on first page of summary form
•	Conduct the Performance Review
o	discuss performance plan
o	list strengths and weaknesses
o	plan for development of strengths
o	plan for overcoming weaknesses
•	Review Career Development
o	note Aspirations
o	record employee's comments
•	Conclude Review
o	summarise
o	agree and note further actions
o	both parties sign off
•	Follow up
o	update Employee File
o	discuss any issues with supervisor or management
o	set date for follow-up with staff member
o	file completed summary form
o	review agreed actions at regular intervals

Outcome
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Safety hazards awareness
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Steps
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Tips
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Traps
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