IMPORTANT INSTRUCTIONS - PLEASE READ CAREFULLY

Guidelines for Use of Project Review Form - This form is to be used as a part of the annual performance review process for each staff member.

Capability Development Performance (CDP) Plans are used to determine career development objectives, provide training opportunities and assess promotion readiness. As such, reviews should address current performance in the context of past personal development objectives and should provide suggestions for future development needs.

Comments should always be included when any score other than a 3 is delivered, even as a sub point.·

Fair and candid appraisal

All parties need to practice good listening and feedback skills. This should be done with face to face interaction. The review process should lay the foundation for more productive team interaction in the future.·

Timely feedback

Formal review should be done at prescribed periods throughhout the year, with informal feedback being continuous.

Formal reviews should reinforce the informal feedback that is appropriate during the day-to-day management of work. Few or no "surprise observations" should occur during the formal discussion.

Scoring should be easily interpreted and balanced. The expected distribution of overall project rating scores over time should be: 1- Outstanding. Strength in all dimensions; 2 - Performance well above expectations for someone of this tenure along all major dimensions. 3 -   Meets expectations. Performance strong along a number of dimensions, few weaknesses. Exactly what I would expect from someone of this tenure; 4-Fell short of expectations. Performance weak in one or more areas; 5-Very poor performance.

The Mutual Development Agreement

Is to be filled out by the team member and be agreed and signed by the manager. The inference is that the manager had a discussion with the team member around development objectives at the outset of the CDP period and throughout and that these CDP areas listed meet the enterprises capability framework content in the areas of various technical and/or professional fields. The manager should have agreed to identify opportunities to support the team member in working on his/her objectives during the CDP year (e.g., be sure to find an opportunity for the team member to present to senior management, carve a piece of work that is very complex, analytically, etc.). This discussion is by no means a promise, as all understand that situations can change during the course of a CDP year; however, it is a two-way commitment to the team member's development. At the completion of the CDP year, the pair should have continously updated the CDP by exchanging emails with the CDP edit link. The final arbitartion on whether or not development performance was met, not met, or parked (e.g. in the case of maternity leave, career break or higher duties/secondment into a role that does not warrant CDP etc).