Edinburgh Napier University seeks to create a culture of high performance to ensure achievement of our strategic objectives and sustained future growth.
To support this strategic goal we have introduced a new performance improvement policy and developed this section on performance management for managers which includes some practical guidance and tools to help support performance management discussions. Below is a summary of the performance management cycle.
On these pages you will find a copy of the performance improvement policy and planning tools for managers on how to assess and review performance concerns, prepare for performance conversations and some practical guidance such as meeting checklists, template letters and forms to use when managing a formal performance management issue.
We have also included some tips for managers on the importance of gathering feedback and how feedback can be used more effectively to support all staff work towards continuous performance improvement, identify gaps and development needs as they arise to help achieve and sustain high performance.
This guidance is aimed mainly at supporting those who manage staff, but will be of benefit to all staff, in particular, the section on giving and receiving feedback and the guidance on performance improvement plans (PIP).
We will continue to add to these pages and increase the guidance and planning tools for managers.
If you have any questions about the performance improvement policy or these pages please contact the HR Services Team who will be happy to help.
Six Steps to Managing Performance Concerns
Step 1: Assess & Analyse
Step 2: Meet the Employee
Step 3: Feedback / Review
Step 4: Informal Approach
Step 5: Review progress
Step 6: No Improvement - Formal Process
Performance Improvement Policy.pdf
Managing a Difficult Conversation
Frequently asked Questions
Standard Letters /Forms