Regular one to one on performance
Performance outcomes are regulated more by the standard deviation curve than actual achievements and targets met.
Yes but and feedback you give falls on deaf ears.
Monthly 1 to 1s with your line manager and six monthly in depth 1 to 1s. You are given a score that dictates whether you get no pay rise or a 0.01% pay rise or the £360 pay rise.
You have to be prepared to evidence challenges you have faced, actions taken, successes etc all in line with objectives you are given but you are told you agree to them even if they are not relevant and you don't agree with them. They also use what they call the behaviours. Basically it is a tool used to keep salaries low and prevent pay rises if possible, or to control who gets a raise at the expense of others. The whole thing must cost the bank a fortune in time wasted. Whatever you do you must not say anything negative about what a farce the whole thing is or you will fall foul of the behaviours.
You just have to play the game and dance the dance, but don't expect to benefit from the exercise. It is not a real performance review with achievable or relevant objectives.
Yes however lack of staffing recources has made one to one meetings difficult for management
Yes, generally weekly with mandatory half year assessment
Yes they are and these were very effective in improving performance and also expressing any grievances.
Yes, I think on a monthly basis.