Making End-of-Year Performance Assessments Count
As we approach the end of another year, it's time to focus on one of the most critical conversations in our professional lives: the annual performance assessment. Far from being just another box-ticking exercise, these assessments are vital opportunities to reflect, recognise achievements, and chart our course for future growth as a Civil Service. In other words, performance assessments contribute to creating a culture of accountability as we continue on our journey to world-class.
Why This Matters
Our 2024 engagement survey tells a powerful story. When performance management is done well, 87% of staff have a clear understanding of organisational objectives, and 91% understand how their work contributes to them. The role of managers is vital: 72% said their manager motivates them to be more effective, 75% feel recognised for good work, and 71% agree that feedback helps improve their performance.
However, there's a gap we need to address together. Despite these positive indicators, only 40% believe we are effective at holding employees accountable for meeting expectations. This is precisely why completing performance agreements and assessments throughout the year matters so much. Without formal closure to the performance management cycle, accountability suffers, and the entire process loses its impact and value.
Understanding the Rating Scale
Our performance ratings use a clear 5-point scale. A rating of 5 means you exceeded expectations in most areas. A 4 indicates you met all objectives and exceeded in some respects. A 3 confirms you achieved the agreed performance in all respects, representing solid performance. A 2 means performance was achieved in some respects but not all, while a 1 indicates failure to achieve the agreed performance substantially. Taking the time to understand our rating scale improves objectivity and its consistent application.
For Employees: How to Prepare
Update your performance progress in the My Objectives module of my-VISTA before your meeting. Reflect honestly on your accomplishments, challenges you've overcome, and skills you've developed. Gather specific examples that demonstrate your contributions and think about your development needs.
Remember, this is a conversation between two people. Come ready to listen, ask questions, and engage in honest dialogue about your performance and future growth.
For Managers: How to Prepare
Review the employee's objectives and progress throughout the year. Add your comments in My Objectives before the meeting, being specific, balanced, and constructive. Prepare to discuss overall performance, strengths, areas for improvement, and development opportunities.
Document the outcome thoroughly in the My Check Ins/Assessments module of my-VISTA, and ensure agreed actions are included in ongoing work plans with clear timelines. Your role is vital. The survey shows that your recognition, motivation, and feedback directly impact employee effectiveness and engagement. Completing formal assessments demonstrates accountability and sets clear expectations.
Need Support?
If you have questions about the performance assessment process, need guidance on ratings, or want support preparing for your conversation, reach out to pocspm@gov.ky. We're here to help make this process meaningful and productive for everyone.
Let's commit to making these conversations count for recognition, growth, accountability, and our continued success. Together, we can close that accountability gap and make performance management work for everyone.
