Band 4 - Performance agreement

(Please do not use this form until you have been trained to do so)

1 Personal details
Name	Pay No.
Job title	Role grouping (if applicable)
Business Group / Department	Broad role No. (if applicable)
Site	Band / Zone / Grade
Line Manager

Data Protection Act 1998

The information collated on this form may only be used by British Nuclear Fuels plc to: A update and enhance our records: B measure employee achievement of key accountabilities: C measure employee performance against set objectives: D assess both the behavioural and technical competency level of the employee named on this form: E assess the development needs and the development opportunities of the named employee: F support other HR processes as agreed by the business.

Agreement	Interim review 1	Interim review 2	Annual review
Date	Date	Date	Date

3 Job purpose

4 Key accountabilities and measures
4A Specify safety accountabilities & nominated roles, where applicable	Measure of achievement

4B Other key accountabilities

Measure of achievement

5 Performance objectives (up to 6)
Performance objectives (SMART)	Measure of performance

6 Key behavioural and technical competencies relevant to current role
6A Behavioural competencies (refer to Competency Directory)		LEVELS REQUIRED FOR ROLE	CURRENT AGREED LEVEL	Comments / evidence to support agreed level, where appropriate
1	Drive & energy
2	Delivering for customers
3	Self-confidence
4	Seeking information
5	Seeing patterns
6	Thinking things through
7	Understanding people
8	Resilience
9	Integrity
10	Organisational awareness
11	Team leadership
12	Developing people
13	Persuading people
14	Holding people accountable
15	Taking action
16	Working in teams

6B Technical competencies – key to role (refer to Competency Directory)	LEVELS REQUIRED FOR ROLE	CURRENT AGREED LEVEL	Comments / evidence to support agreed level, where appropriate
Management of Safety*
Knowledge of BNFL*
Using IT at work*

* Mandatory for all employees

7 Development objectives relevant to current role
Using the analysis from the competency assessment in sections 6A & 6B, together with any other relevant information gathered from the performance discussion, prioritise up to 2 areas where development would bring most benefit to your role
Prioritise competencies	Development objectives (SMART)	Measure of success
1	1		1
2	2		2

8 Comments / medium and long term development / employee aspirations

9 Review completion
Sign and date this section after completion (line manager and employee) to show the discussion has taken place.
Manager - Has employee participated in this process? Yes / No		Employee – I agree with the information. Yes / No
Signed	Date	Signed	Date
I wish to discuss this with my manager’s manager		Manager’s Manager
q ^Yes q ^No (please tick box)		Signed		Date
Issue to discuss

1 Performance objectives (SMART)

Current progress / changes to objectives / further objectives

2 Development objectives (SMART)

Current progress

1

2

Comments

3 Change to behavioural and technical competencies in the role or employee as appropriate

Comments

4 Interim review completion
Sign and date this section after interim review completion (line manager and employee) to show the discussion has taken place.
Manager		Employee
Signed	Date	Signed	Date

1 Performance objectives (SMART)

Progress and results

2 Development objectives

Progress and results

1

2

3 Agreed comments on year’s performance

Comments

4 Annual review completion
Sign and date this section after completion (line manager and employee) to show the discussion has taken place.
Manager - Has employee participated in this process? Yes / No		Employee – I agree with the information. Yes / No
Signed	Date	Signed	Date
I wish to discuss this with my manager’s manager		Manager’s Manager
q ^Yes q ^No (please tick box)		Signed		Date
Issue to discuss