HR Performance System PMR

Description

DBW is carrying out a procurement via Sell2Wales, under the Open Procedure of the Public Contracts Regulations 2015 to procure a PMR System. The system must be agile and flexible with the ability to grow with DBW’s increasing headcount and with the ability to adapt to the changing requirements of DBW. The system must provide the option for adding additional functionality in the future if required. All parts of the system must be fully configurable (including the ability to be configured to closely mirror existing system process and design at set-up). DBW administrators must have the ability to make changes and updates to all parts of the system going forward, including the process, system design and reports. The current PMR process involves two performance discussions between individuals and their line managers: a full end of year review held in April a half year review held in October Performance is measured and documented against SMART objectives and competencies (behaviours) and a performance grade is awarded to the employee at both the full year and half year process. A formal sign-off process is followed whereby both the employee and line manager must formally sign-off the performance review. Separate development reviews are also in place to identify strengths and areas for development as well as providing functionality to request training. Currently, one of the development reviews is mandatory and one is optional. A formal sign-off process is followed whereby both the employee and line manager must formally sign-off the performance review.