Under this Charter all employees can expect that they will:
- have the organisation’s vision, priorities and objectives explained to them
- understand how their work contributes to these
- have an opportunity to influence and contribute ideas about how things could be changed for the better at either a team or individual level – and be encouraged to do so
- be encouraged to take part in making decisions that affect how they do their jobs and have some ownership, as appropriate, in implementing these decisions
- have a thorough induction on joining the organisation, transferring position, or on promotion, in line with the organisation’s Induction Policy and Standards
- wherever possible and practicable, have the opportunity to take part in regular team meetings or otherwise be updated and kept informed about what is going on
- have an annual performance and development review (sometimes called appraisal) during which their objectives for the coming year will be agreed and learning and development needs discussed (for some employees this may be on a team basis rather than an individual review meeting)
- have a personal or team learning and development plan, and access to the support needed, to enable them to do their jobs and fulfil their work objectives
- have fair access to development opportunities which support personal development and growth where appropriate
- have access to information about learning and development opportunities
- receive constructive feedback on a regular basis about their work performance and contribution.
The following have been put in place to enable and support managers in putting this Charter into practice:
- a management competency framework which, in part, defines the behaviours expected of all managers in leading, managing and developing employees effectively
- a management development programme based around the competencies to support managers in achieving a satisfactory standard in leading, managing and developing people
- an assessment against the competencies through the annual performance and development review process and, additionally, by a 360° feedback process at least once every 3 years to identify development needs.