My Performance & Wellbeing Conversation

ONLY USE MICROSOFT EDGE TO COMPLETE THIS FORM - Scroll down the page to complete your part online...

A NEW and SIMPLE online process…

Online completion – can be accessed by PC, tablet or mobile

*ONLY USE MICROSOFT EDGE – THIS FORM WILL NOT WORK IF YOU USE INTERNET EXPLORER*

Saved locally – a copy is emailed directly to the line manager and the appraisee

Flexible – the conversation can take place anywhere, at any time, with the ease to complete the managers’ section together

Your annual appraisal – called ‘My Performance & Wellbeing Conversation’ – is an opportunity to build on discussions you have had throughout the year with your line manager to discuss your wellbeing, how you’re feeling, how your work life balance is, any support you require and to review your performance against the previous year’s objectives.

You will identify and discuss your successes and achievements and set new objectives. Through this review, you will identify any support, training or development you would benefit from in order to deliver your work objectives and achieve your goals.

After your conversation has been completed, you and your line manager will be emailed a copy.

Please be aware that it is your responsibility, and that of your line manager, to keep a copy of your conversation as this document should be referred to throughout the year to ensure you are working to targets/objectives set.

Copies of your conversations are not kept centrally by HR, however completion dates are recorded on ESR by The Organisation Development Team.

Engaging in your ‘My Performance & Wellbeing Conversation’ is crucial to ensure that you take time for you! It is an opportunity to reflect on the last year and how things have been for you; to have an open discussion with your line manager and to look at your role.

You may want to just take some time out to have a chat about how you are feeling in general, or look at your role, what you want from it and how things are going for you. Are you getting the support you require and need? Do you want to develop, set goals and objectives, or are you where you want to be and happy in your role? Do you have the right work life balance?

This is an opportunity to identify any support, training or development and how we can help to achieve your professional and personal goals.

Please scroll down to complete your online form which will then be emailed to your line manager. You can complete this form using your phone, a PC, or tablet. Your line manager should then book a time with you for your conversation and you should complete the next section together.

Once you have completed the conversation, a copy will be emailed to yourself and your line manager.

It is important that you complete the online form before your meeting so your line manager has it in advance. If this is not possible, please speak with a Peer Supporter, other colleagues, or your line manager who will be able to support you. Remember, this is your opportunity to have a discussion with your line manager and to reflect on the last year and give constructive feedback to your manager. Good preparation will ensure the conversation is meaningful.

Please be aware that it is your responsibility, and that of your manager, to keep a copy* of your conversation as this document should be referred to throughout the year to ensure you are working to targets/objectives set. Copies of your conversations are not kept centrally by HR but completion dates are recorded on ESR by The OD Team.

*Whilst we do not anticipate any issue with the submission of your part of the conversation, but due to infrequent technical difficulties (as we are getting used to this new process of completing PWBC conversations as much as you are) we suggest that you copy and paste the content of your added information and save this. Therefore, you will not lose all of your hard work before you receive the confirmation email with the full copy of your PWBC conversation enclosed.

You should arrange for your member of staff’s conversation to be as near to the anniversary date of them starting in that position wherever possible.

Ask your member of staff to complete the online form prior to the meeting; you will be emailed a link to obtain a copy and should then arrange a suitable time to hold the conversation. Please see appraisee guidelines to familiarise yourself with their instructions. Please also find the link below to complete your Line Manager ESR Training to help you with our new process. 

NHS ESR Login

Please do provide support if your team member requires help to complete the form.

Once you have received the email with a copy of the form, please click on their unique link where you will be able to scroll down and complete the managers’ section.

Bank staff are not obligated to have an appraisal, but a general conversation can take place around their performance.

The Performance & Wellbeing Conversation is a two-way process. In preparation for the conversation you should review your team member’s responses to the questions and consider your own assessment of the individual against the questions.

The conversation should begin with a wellbeing conversation. The below video provides further guidance about wellbeing discussions.

Try to have an as open discussion as possible with your team member about their wellbeing and reassure them it is a confidential discussion. You should be looking to ask questions like:

  • How are you?
  • How the last 12 months has been for you?
  • How is your work life balance?
  • Is there any additional support you need?
  • Are there any concerns you’d like to raise?

You should ensure that the individual knows how to raise concerns and what support is available for them to speak up.

Referencing the Trust’s values is also important – trustmissionvisionvaluesgoals.pdf (swast.nhs.uk)

Following the wellbeing discussion, you can move to discussing the responses to questions. When discussing the question areas, probe in a way that encourages people to expand on their responses and experiences. This can be achieved through asking open questions – for example: Why? How? What if?

Use active listening skills and be mindful of body language.

When giving constructive feedback in relation to performance, focus on evidence and specific examples.

When discussing aspirations, consider questions like:

  • What do you want to achieve; what are your goals?
  • What are the options to help you achieve your goals and what are the obstacles?
  • What are the next steps to move forward and what support do you need?

An individual should be encouraged to think about things they can do for themselves to aid their own development (with the support of information from the Aspire/CPD site), as well as formal education or courses where necessary. This is the time to have a conversation about support available, such as a particular course or undertaking shadowing opportunities to gain further understanding about different areas of the Trust.

Set clear SMART objectives for the next review period and ensure there are development objectives to help your team member achieve their goals or improve their performance. Please make use of this worksheet to help with planning SMART goals –  SMART

You will also need to check and discuss the following:

Please do contact the OD Team if you need any further help or support.

Process for Line Managers

  1. Once your team member has completed their part of the online form, the questions and answers will be emailed to you (please check your spam folder as well)
  2. You can then go to this page and enter the password provided to complete your section. A copy of this will be sent to your team member and also to you by email
  3. Once you have completed your part, the People Analytics team will be sent a notification with the name, ESR number, and date of completion so they can record the conversation as complete on ESR
  4. It is your responsibility, and that of your team member, to keep a copy of the conversation as this document should be referred to throughout the year to ensure targets/objectives set are being worked towards.

Copies of conversations are not kept centrally by HR but completion dates are recorded on ESR.

Please use the link below all the questions (at the bottom of the page)

to save your answers when complete.

Your answers will be sent by email to you for your reference, and also to your line manager so they can prepare for the conversation with you.

*Whilst we do not anticipate any issue with the submission of your part of the conversation, but due to infrequent technical difficulties (as we are getting used to this new process of completing PWBC conversations as much as you are) we suggest that you copy and paste the content of your added information and save this (in a draft email or word doc.). Therefore, you will not lose all of your hard work before you receive the confirmation email with the full copy of your PWBC conversation enclosed.