Intouch’s performance management and review framework focuses on helping achieve our vision, and develop a performance culture which engages people, by:

• setting clear expectations linked to business objectives
• linking rewards and consequences to performance
• establishing a framework in which performance is assessed in a fair and objective manner
• providing people with regular and timely feedback and coaching to help improve future performance.

At the start of each year managers set performance expectations with each member of their team based on past outcomes and behaviours. Managers ensure that people understand the goals and objectives of their work area and the wider business within which it operates. A formal performance review discussion is held once a year. These discussions are essential in:

• reviewing performance expectation
• reviewing and assessing performance on outcomes and behaviours
• identifying development opportunities for continuous improvement.

Our people have indicated that the opportunity for transparent, two-way dialogue on their performance through the performance appraisal and review framework is a valuable and productive practice.