Purpose of Annual Reviews
Annual reviews are an opportunity to reflect on the past year, celebrate successes, identify areas for growth, and set clear priorities for the year ahead.
The Process
Timing
- Reviews will take place between June and the end of August 2025.
- From 2026 onward, reviews will shift to November to better align with planning and budgeting cycles.
Initial Planning:
- Start discussions in 1:1s now with team members (discuss peer feedback)
- Line managers should meet with 'Head of' to align on team priorities and link with yearly action plans
Peer Feedback:
- Team members identify up to 6 peers to provide specific feedback.
- A minimum of 3 responses is required.
- Feedback should be clear and focused (e.g., “How did I lead X project?” rather than general performance).
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Some team members may find feedback challenging - start gently offering reassure and support to those who are nervous.
Priority Setting:
- Based on discussions with the Head of and linked to team action plans.
- Select priority area and the write priority.
- Include clear success measures
- Priorities and success measure to be agreed during review but prepared beforehand
Review Meeting:
- Held face-to-face where possible- A quiet and private setting is essential.
- Should last 90 minutes to 2 hours.
Some further information
New team members: If you’re reviewing someone you’ve only recently started managing, connect with their previous line manager for context.
Probation: Team members currently in probation do not need an annual review.
Parental leave: Use judgement within review if someone has just come back from time off; focus more on setting future priorities and adapt the “looking back” section accordingly.
Practical Tips
Preparation is key: Read materials in advance, plan the session well.
Documentation: Note key points during the meeting. You don’t need to capture everything, just enough for an accurate write-up.
Systems open June 2nd: Don’t start before this date. Support materials will be available on the Help Desk.