Support performance and development

This standard is about supporting colleagues’ performance and development through clear objectives, constructive feedback, coaching, mentoring and meaningful appraisal. You set work objectives aligned with organisational priorities, provide feedback that supports learning and use coaching and mentoring approaches to build confidence, capability and ownership of development. You prepare for and conduct evidence-based appraisal discussions, agree development goals and actions and support colleagues to apply learning in their work. You record outcomes in line with organisational procedures and evaluate your approach to strengthen performance and development over time.

This standard applies to managers and leaders at all levels across all sectors.

1. Clarify work objectives, expectations and development needs with colleagues to support performance and alignment with organisational priorities. 
2. Set clear, measurable work objectives and development goals to support effective performance and growth. 
3. Provide timely, constructive feedback to strengthen learning, performance and development. 
4. Use coaching and mentoring approaches to support critical reflection, problem-solving and ownership of development. 
5. Encourage colleagues to reflect critically on their performance, strengths and development needs to support informed development planning. 
6. Identify and address barriers that may affect colleagues’ ability to meet work objectives or development goals to support effective performance. 
7. Provide guidance, resources and support to enable colleagues to develop capability, confidence and independence. 
8. Monitor progress against work objectives and development goals to identify achievements, risks and issues requiring action. 
9. Identify emerging performance concerns and provide timely support, feedback or guidance to maintain standards and support improvement. 
10. Prepare for appraisal discussions using accurate, relevant and up-to-date information to support evidence-based assessment. 
11. Conduct evidence-based appraisal discussions focused on performance, development and future goals to support continuous improvement. 
12. Agree development goals and actions aligned with role requirements and organisational priorities to support capability and career progression. 
13. Record feedback, supervision and appraisal outcomes in line with organisational procedures to support accuracy, accountability and continuity. 
14. Support colleagues to apply learning and development actions in their work to strengthen performance and capability. 
15. Evaluate the effectiveness of feedback, coaching, mentoring, supervision and appraisal to identify opportunities to strengthen your approach.

1. The purpose of supporting performance and development, and how it contributes to organisational priorities. 
2. How to set clear work objectives and expectations aligned with organisational priorities. 
3. Principles of constructive feedback that support learning, performance and development.
4. Coaching and mentoring approaches and how they support reflection, problem-solving and ownership of development. 
5. Principles of critical reflection and how reflective practice informs learning, improvement and professional judgement. 
6. Factors that create barriers to performance and development, and how to reduce or remove them. 
7. How to provide guidance, resources and support that enable colleagues to develop capability and confidence. 
8. How to agree on development goals and actions aligned with role requirements and organisational priorities. 
9. Methods for monitoring progress, identifying risks and recognising achievement. 
10. Organisational policies, procedures and professional standards relevant to performance, development, supervision and appraisal. 
11. How to prepare for and conduct meaningful, evidence-based appraisal discussions. 
12. Requirements for accurate and appropriate record-keeping. 
13. How to support colleagues to apply learning and development actions in their work. 
14. How to evaluate the effectiveness of feedback, coaching, mentoring, supervision and appraisal. 
15. Relevant theories and models that inform coaching, mentoring, feedback, motivation, performance management and reflective practice.

The following values underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Respect – valuing colleagues’ experiences, contributions and potential.
• Integrity – providing honest, evidence-based feedback and appraisal.
• Inclusion – adapting your approach to meet diverse needs and communication preferences.
• Responsibility – taking ownership of the quality and impact of feedback, coaching and supervision.
• Openness – encouraging reflection, dialogue and shared understanding.
• Growth – supporting continuous learning and development.

The following behaviours underpin this standard. They are integrated throughout the performance criteria and knowledge and understanding requirements and inform how individuals approach their work, make decisions and interact with others.

• Act with respect, supporting colleagues’ learning and development.
• Be inclusive, adapting approaches to meet diverse needs.
• Act with integrity, providing honest, evidence-based feedback.
• Be curious, encouraging reflection and learning.
• Take accountability for the quality and impact of your approach.
• Role-model continuous learning, applying feedback and reflection to your own practice.
• Practise self-care, maintaining habits that support balanced and effective leadership.