The development review gives staff the opportunity to meet with their manager to:
- discuss how well they are currently applying their knowledge and skills (a KSF development review);
- identify their learning needs; and
- plan how they will be addressed (a personal development plan).
The member of staff may then undertake some learning and development, this could be ‘on the job’ or something more formal such as a training course.
The development review meeting
Performance issues
Showing the application of knowledge and skills
The development review meeting needs to be held before the incremental date because of the link between the KSF and pay progression. The exact timing is for local organisations to decide.
There should be ‘no surprises’ in the KSF process. Managers must discuss the learning and development needs with their staff at least once a year, and agree how they will be addressed. They have a duty to talk to staff about any specific issues, if and when they arise, rather than leaving them to a review meeting.
If there is an issue about an individual's performance at work, this should be dealt with separately from the KSF process, under agreed local procedures. The KSF and the development review process are not designed to deal with disciplinary issues.
Individuals should not have to do anything special to show how they are applying their knowledge and skills beyond doing their job as well as they can, and taking part in any agreed learning to develop the necessary knowledge and skills.