MPR /EPR - Employee Performance Review

Competency in action

This document should be used for all employee performance reviews (3 month MPR, 6 month EPR, 12 Month EPR). Employee performance reviews are a vital part of all employee’s professional development and expectations. Reviews are a two way process and provide the opportunity to create SMART objectives and maintain personal professional development.

The senior staff member should go through the list of competencies using the ‘Competencies Guide with Links to Training’ document, and note which elements of the competencies have been met. Evidence should be provided by the member of staff to demonstrate how they have met each of the elements. The evidence should be recorded in the ‘Evidence/Areas Met’ column on the form. Areas which have not been met should be noted in the ‘Action Plan/Unmet Areas’ column and a clear action plan should be formulated to assist the staff member to meet the missing elements.

The action plan should be SMART –

Specific	Objectives should be clear and precise – clarity will empower the staff member and make the process easier

Measurable	How will the staff member know they have met the criteria, how will you know as a manager?

Achievable	The objective must be realistic and within the staff member’s capabilities

Result-centred	The end result must be clear

Time bound	Set a date for the objective to be achieved

The following scoring system should be used when completing the form – (please circle the correct number next to the competencies)

1	Excelled – Meeting all elements of the competence and evidencing practice which is creative, inspirational and beyond expectations

2	Competent – Meeting and evidencing all 12 elements

3	Needs improvement – meeting some but not all elements (6 or more but requires development)

4	Poor – (between 3 to 5 elements)

5	Incompetent (between 0 and 2 elements)

In order to pass their probationary period there must be no sections within the performance review graded at level 4/5 and within 12 months of employment all sections must be graded at level 2 and above.

Date of this review
Name of Employee:	Name of Supervisor:
Start Date:	Job Title:
Job Title:	Supervisor’s Signature:
Project/Department:	Date of MPR/EPR:
Employee’s Signature:	Date Probationary Period Ends: (if MPR)
Please note an Employee Performance Review should be carried out (using this form) at: 3 month’s service (Mid Probationary Review – MPR) 6 month’s service (End Probationary Review – EPR) Every 12 months thereafter.	Date of next EPR:
Date of Practice Observation 1
Date of Practice Observation 2

Essential Behaviours

Key (please circle as appropriate)	Evidence and Comments	Excelled	Competent	Needs improvement	Poor	Incompetent	Agreed Objective/Target Area for Improvement (include timescale) Include Training and support required	Outcome
Attendance & Reliability	1	2	3	4	5
Punctuality	1	2	3	4	5
Willingness to work flexibly	1	2	3	4	5
Trustworthiness, Conduct & General Character	1	2	3	4	5
Attitude, Values & General Approach to Service Users, Customers & Colleagues	1	2	3	4	5

Key Competencies

Key (please circle as appropriate)	Evidence and Comments	Excelled	Competent	Needs improvement	Poor	Incompetent	Agreed Objective/Target Area for Improvement (include timescale) Include Training and support required	Outcome
1 Professional Practice	1	2	3	4	5
2 Duty of Care	1	2	3	4	5
3 Person Centred Support and Inclusion	1	2	3	4	5
4 Effective Communication	1	2	3	4	5
5 Rights, Equality, Diversity and Citizenship	1	2	3	4	5
Key (please circle as appropriate)	Evidence and Comments	Excelled	Competent	Needs improvement	Poor	Incompetent	Agreed Objective/Target Area for Improvement (include timescale) Include Training and support required	Outcome
6 Safeguarding Children and Adults	1	2	3	4	5
7 Health and Safety in Adult Social Care Settings	1	2	3	4	5
8 Well-Being	1	2	3	4	5
9 Personal Development	1	2	3	4	5

Comments

Supervisor
Employee
Service User/ Family/ Stakeholder Feedback (optional)

Achievements and Challenges

OUTLINE CURRENT AREAS OF ACHIEVEMENT/PROGRESS IN RELATION TO AGREED OBJECTIVES SINCE LAST EPR (Or since commencing employment if this is your first appraisal)
OUTLINE ANY CHALLENGES SINCE LAST REVIEW (Or since commencing employment if this is your first appraisal)

Personal Development Plan

Corporate or Local Business Plan Objective (Where relevant)	Personal Objective/Target (Specific, achievable & realistic)	Training/Support Needs	How and when to be evaluated (Objectives should be measurable)	Agreed Date for Achievement (Objectives should be timed)

Signed by Line Manager:	Date:

Signed by Employee:	Date: