 Why does he job exist? What is the context for this job? How does this job contribute to the organisation’s goals? Which other areas or people are affected by the performance of this job?

 Explain or negotiate the job responsibilities.

 Explain or agree the priorities of these job responsibilities

 Explain or agree the key performance indicators (observable actions or results)

 Explain or agree challenging but achievable goals for the next period – six to twelve months

 Agree key actions to achieve these goals

 Agree how performance will be monitored – what will happen as a result of this assessment (outcomes)

 Agree the nature of the space – the freedom to act independently, the degree to which they can take risks, experiment, create, innovate

 Agree on boundaries

 Agree the nature of the support the manager will provide

 Throughout the review period, regular informal assessments are made of performance including self-assessment

 Throughout the review period, regular, informal feedback is provided on good performance and those aspects to be developed and improved

 Coaching is provided to assist the development and improvement

 At the end of the review period – there should be no surprises

 Review the performance of responsibly together

 Review the achievement of goals

 Redefine responsibilities and future goals

 Devise action plans to achieve new goals

 Discuss things that happened which were unexpected

 Discuss insights and learning’s for both parties from this process

 Agree space, boundaries and support

 Initiate decisions or outcomes from this review

 Continue with on-going monitoring, evaluating, feedback and coaching