There are many practical guides and FAQ’s etc on the People Anytime CR&D pages, but before you start to use these tools please read the items on this page first which will give you the basis for carrying out CR&D’s successfully, and an appreciation of what should be achieved.
Click to view the new June 2021 CR&D guidance note.
This document covers all aspects of CR&D in depth to give you a full understanding of CR&D.
- Objectives – A new SMART builder in CoreHR helps us to focus our objectives and align them to the Council’s overall purpose. We can create, update and complete our own objectives throughout the year.
- Behaviours – New self and team assessments ask us to reflect on each of the Guiding Principles and provide a rating along with evidence. The same behaviours are expected of all employees, regardless of role.
- Knowledge and Skills – We complete a self-assessment against the knowledge and skills needed by Aberdeen City Council employees. This is called the Capability Framework.
- Development Plan – The Development Plan asks us to identify our top three priorities for development. The things we prioritise should help us to achieve our objectives and development needs, identified through the self-assessment.
- Meeting – Regular meetings take place between line manager and team members to review and record progress. An annual sign off by the line manager and employee is still needed to allow for increments. This sign off is based on the result of ongoing meetings, so no formal annual meeting is required.
- Ratings – Performance is now measured in three ways – Objectives, Behaviours, and Knowledge & Skills. The Team Behaviours don’t count towards performance but do help assess how healthy the team is. The ratings are Exceptional; Successfully Achieving; Developing; Not Achieving; and Progress Not Possible. Find out more about these in the next item ‘Ratings Explained’. Unlike PR&D where exceeding was recognised annually, exceptional performance can be recognised at any stage in the year and as often as it happens
- Salary Increments – If you have incremental progression in your salary scale and are not at the top of that scale, then your CR&D outcomes will determine your eligibility for an increment (also dependent on your start date in post and whether you are being managed under conduct or performance policies).
By March 2022
You should have an end of year discussion with your manager. You are also required to sign off your CR&D in CoreHR.
You should use the CoreHR system as a way of reflecting, and recording your thoughts prior to your meeting with your manager, and sharing this with them, by:
- reviewing your objectives and reflect on progress for 2021/22
- completing your self-assessment against the Capability Framework (behaviours, skills and knowledge), or update your assessment if completed earlier in the year
- completing the team assessment
- adding overall ratings against your work objectives, knowledge, skills and behaviours
Eligibility for Increments
Increment will be applied to eligible staff if they are:
Overall “Successfully achieving” in Work Objectives and Capability Framework Knowledge, Skills and Behaviours by March 2022 and have not reached stage 1 of the Managing Performance Policy during or been issued with any disciplinary sanction under the Managing Discipline Policy.
Also, the increment will not be applied if, on the 1st March the employee is under investigation for a matter relating to conduct. If, however, the result of the investigation exonerates the employee at a subsequent date, then the increment will be applied with effect from the 1st April.
Guidance on how to make the most of the conversation with your line manager, complete your CR&D and some helpful links to help you through the process can be found here.
If you have any questions about CR&D please contact firstname.lastname@example.org
While the overall rating stays the same for each element of CR&D, the description varies depending on what’s being measured.