25 March 2025

Performance Management: step three - full-year review & setting objectives

Two people sitting on a sofa in an office space looking at a shared folder

We are now at step three of our Performance Management process - the full-year review. This is your chance to look back at what you've achieved over the past year and plan for the year ahead.

You and your manager will meet to celebrate your achievements, discuss any support you need, and set new objectives for 2025/26. This is also a great time to talk about your career goals and development.

Next steps and actions

You and your manager should have agreed on your 2024/25 objectives and completed a half-year review. Together, you will find time to discuss your progress and set new objectives for the coming year.

Actions:

  • Review your achievements and progress for the past year and capture this discussion on the Performance Review document (2024/25).
  • Set new objectives for the year ahead (2025/26).
  • Talk together about how things are going and what support you need.
  • Share your career goals and any training or development you may wish.
  • Record your objectives in the Performance Review document for 2025/26.

If you have questions about Performance Management or your development, speak to your manager.

The deadline to complete your Performance Management discussion is 31 May 2025.

Additional resources

GOLD e-learning platform

If you want to learn more about the Performance Management process, our e-learning platform, GOLD, has useful resources.

  • Learn more on GOLD - search for "Glasgow Life Performance Management".
  • Access GOLD anytime. GOLD is available on personal devices for those who don't have regular computer access at work.
  • Questions? - contact your HR Business Partner.

Manager information

All supporting documents are available on the intranet. If you have any questions, contact your HR Business Partner.

Important objective for managers

The leadership team has set an objective for all managers to keep everyone on track. This ensures that everyone completes Performance Management within the agreed-upon timelines.

"To deliver the three steps in Performance Management (Objective setting/Half year review/Full year review) with all my direct reports in the agreed timelines and ensure this progress is updated on the Performance Management Drive."

Performance management 2025/26 timeline

It's important that everyone follows the Performance Management timeline so that we stay aligned with Service Plans. Below are the key deadlines for the next cycle.

  • Step one: Set objectives - complete by the end of May 2025.
  • Step two: Half-year review - complete by the end of November 2025.
  • Step three: Full-year review & new objectives - complete by the end of May 2026.

Updating the performance management workbooks

Designated senior managers are responsible for keeping the Performance Management workbooks up to date. This ensures we can track progress across all teams.

  • Designated senior managers: Keep updating the Performance Management workbooks on the shared drive.
  • Service areas: Continue tracking Grade 1-3 colleagues' activities.

The HR Team will share progress throughout April and May 2025.