Routine performances reviews, for Management Committees, Committees, Panels and Inductions is a key component of ensuring specific KPIS have been meet with prescribed timeframes, ability to set new or amend new objectives for the coming year and for individuals to be recognised for succession planning.
Management Committees, Committees, Panels
A performance review for a committee assesses the collective effectiveness and achievements of the committee, as a whole. It focuses on evaluating the committee’s performance in meeting its objectives, decision-making processes, communication, collaboration, and overall effectiveness.
When creating a performance review for your Management Committees, Committees, Panels you should consider the following:
Steps to successful performance reviews for committees:
| Evaluation criteria | Clearly define the committee’s purpose, objectives, and expected outcomes. |
| Data collection | Gather relevant information, such as meeting minutes, project updates, and member feedback, to assess the committee’s performance. |
| Review and analysis | Evaluate the committee’s performance against the established criteria, identify strengths, weaknesses, and areas for improvement |
| Feedback and discussion | Facilitate a discussion among committee members to share feedback, insights, and suggestions for enhancing the committee’s effectiveness. |
| Action planning | Develop an action plan to address identified areas for improvement and assign responsibilities to committee members. |
| Follow-up and monitoring | Regularly review progress against the action plan and track improvements to ensure ongoing committee performance. |
SLSQ has created a templated Committee Performance Review that included generic questions that should be addressed with a section for the committee to input performance targets relating to the committee.
TGOV0033 – Committee Performance Review Template.xlsx
Individuals
A performance review is a structured assessment of an individual job performance, skills, and contributions. It typically involves a feedback discussion between the individual and manager/ club executive, Chair, or a designated reviewer. The purpose of a performance review is to evaluate performance, provide constructive feedback, identify strengths and areas for improvement, and set goals for future development.
To create a performance review document for an individual, consider including the following elements:
Please note: the rating scales must be used for all individuals that are having performance reviews to ensure everyone is rated fairly.
Steps to successful performance reviews for individuals:
| Preparation | Collect relevant data, review role responsibilities, and establish clear evaluation criteria |
| Communication | Schedule a meeting with the individual to discuss the performance review process, objectives, and expectations. |
| Evaluation | Assess the individuals performance against the established criteria, using both objective data and subjective observations. |
| Feedback | Provide constructive feedback, highlighting strengths and areas for improvement, and encouraging a two-way dialogue. |
| Goal-setting | Collaboratively set performance goals and development plans for the future, aligning them with clubs strategic and business plan |
| Documentation | Document the review outcomes, including ratings, feedback, and agreed-upon goals, for future reference and tracking. |
Individual performance reviews linking to succession planning
Performance reviews can provide valuable insights for succession planning by identifying high-performing individuals that exhibit leadership potential or possess critical skills. By assessing performance, strengths, and areas for improvement, Clubs and Branches can identify and develop talent for future leadership roles. Performance reviews can help inform decisions regarding succession strategies to ensure a smooth transition of responsibilities and continuity of impactful leadership.
It’s important to customise performance reviews and documentation to fit the specific Committee and individuals.
XXXX – Individual Performance Review Template.docx
| Club Tip Add in the performance review cycle dates due dates to your Committee 12-month calendar to ensure these are completed on time. review cycle dates could include
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