Performance is managed through regular one-to-one conversations, an annual review, and agreed objectives that are understood by the employee and their manager. Where performance falls short of the agreed standard, the manager explains the gap, agrees the improvement required, provides support and training, and reviews progress within a stated period before any formal capability step is considered.
Every employee has a learning budget of 1000 pounds per year together with 3 study days for approved courses, conferences or professional qualifications relevant to their role and development. Learning requests are agreed with the line manager, and where the Company funds external training it may ask for a reasonable commitment in return.
Employees are encouraged to discuss career goals with their manager and HR, and internal vacancies are advertised before external recruitment where appropriate.