Priority 3 - Performance
Our vision
Coventry City Council will create a high-performance culture where expectations are clear, feedback is frequent, and colleagues are supported to excel. Every colleague should know “what good looks like” in their role and be recognised for their contribution.
Performance management will be fair, equitable and development focused, moving away from a tick box annual appraisal to a continuous, coaching led approach. This is not about punishing underperformance; it is about enabling everyone’s best performance and addressing issues early and appropriately so that services improve for Coventry’s residents.
Our objectives
- embed transparent performance expectations across all teams
- a revised appraisal system to support and underpin the process
- continue to develop and embed a strong coaching capability across the organisation
- strengthen the quality and frequency of performance conversations, including use of SMART objectives and AID feedback
- continue to evolve the recognition programmes
- align reward and recognition with contribution and performance where this is feasible within the Council’s reward framework
- implement employment law changes (including changes introduced through the Employment Rights Act) in a timely way and ensure managers understand what they need to do
What does success look like?
- a clear understanding of expectations – our people understand what good looks like in their role
- a strong, embedded coaching culture – our managers and employees will be actively using coaching techniques in their day-to-day interactions
- earlier identification of performance issues which are managed appropriately with equitable application of organisational policies
- appraisals have SMART actions, feedback is provided, performance conversations are a feature of the organisational culture
- recognition is timely and meaningful, and (where feasible) reward is aligned to contribution and performance
- colleagues leave the organisation well, reflected in improved exit feedback and higher completion of exit questionnaires