New employees that have completed their probationary period or six months service at 1st May should fall within the reporting cycle and therefore they should have mutually agreed personal objectives set and a Personal Development Plan completed.
Full time / part time staff, permanent / long term temporary who have gone through their probationary period. Casual or seasonal staff not to be included – unless it’s deemed to be advantageous to do so.
Where it is anticipated that a jobholder will be absent from the Council for any lengthy period of time e.g. maternity leave or medical reasons, an interim HPP discussion should be undertaken to ensure that a record of the individual’s recent performance is not lost. On their return a review of the role and objectives will be undertaken as part of their initial discussion.
Temporary Promotion & Re-grades During The HPP Year
Employees who are temporarily promoted/re-graded/seconded/acting up during the course of the HPP year will need to be clear about their revised role and objectives. Upon temporary promotion/being re- graded/seconded or acting up, the post holder should receive a revised Personal Development Plan and made aware that they will be assessed against the appropriate level of skills required for the post. In the case of temporary promotion this will apply for any period exceeding three months.
Employees with more than one post
Employees of the Authority who have more than one post should have objectives set, PDP in place and a HPP discussion conducted by the more substantive post’s line manager with input from other posts’ line managers - as appropriate. So that only one HPP discussion takes place for an individual.
Page updated: 26/03/2018 10:31:02