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Unit 321 Conduct Performance Reviews With Individuals In Policing
Learning outcomeThe learner will:1 understand how to conduct performance reviews with individuals in policingAssessment criteriaThe learner can:1.1 summarise organisational policies and procedures relating to performance reviews1.2 explain the role of the reviewer in performance reviews1.3 describe the standards and / or objectives against which individuals may be reviewed1.4 describe how to set SMART objectives1.5 summarise methods for gathering evidence to support decision making within performance reviews1.6 explain how to make justifiable and objective decisions when conducting performance reviews1.7 describe how to give and receive effective feedback1.8 summarise professional development opportunities available within policing1.9 explain why it is important to maintain records that include justifiable decisions
The learner will:2 be able to prepare for individuals’ performance reviews in line with policing requirementsAssessment criteriaThe learner can:2.1 agree with individuals which standards and/or objectives they are to be reviewed against2.2 identify with individuals the actions they need to take to prepare for performance reviews2.3 agree fair, safe, valid and reliable performance review methods to be used with individuals2.4 review available evidence prior to performance reviews2.5 prepare performance review documentationLearning outcome
The learner will:3 be able to conduct performance reviews with individuals in line with policing requirements
The learner can:3.1 encourage self-reflection on performance by individuals against agreed standards and/or objectives3.2 review individuals’ performance against agreed standards and/or objectives3.3 make justified and objective decisions about individuals’ performance that are measured against agreed standards and/or objectives3.4 record outcomes of performance reviewsLearning outcomeThe learner will:4 be able to provide effective feedback following performance reviews in line with policing requirementsAssessment criteriaThe learner can:4.1 give individuals constructive feedback on their performance4.2 agree with individuals any developmental activities which align to both organisational aims and individuals’ needs4.3 provide information on the outcomes of performance reviews to authorised individuals
The learner will:5 be able to evaluate own practice following the conduct of performance reviews with individuals in policingAssessment criteria
The learner can:5.1 seek feedback from reviewed individuals5.2 reflect on own practice in managing performance review processes5.3 identify how areas for potential development may be met
Guidance Provided by Skills for Justice and College of PolicingLearning outcome 1: Identify current policy and operating process. Explain how to conduct an assessment within national guidelines. Describe force policy and process to be able to identify and plan for evidence requirement when PDR is to be used for pay progression. Understand and describe what the various forms of assessment are. When it is most appropriate to use the various methods of assessment – observation, witness testimony etc. Explain the need for the reviewer to involve the individual being reviewed. Explain how evidence and decision making are linked to police ethics.Learning outcome 2: To understand the role requirements and personal quality statements applicable to the Force PDR. To include agreeing dates, times and places for performance reviews, allowing sufficient notice for all parties. Describe review methods and how they align with police ethics. Sources of supporting evidence to be agreed with individuals – to include but not be limited to work related activity, SMART objectives, CPD, ethical 3rd party comment. Impact of PDR review on pay increment. Appeal process.
Learning outcome 3: Describe use of self-reflection as part of CPD element. Describe the role specific standards of the individual, how they will be reviewed how decisions on performance will be recorded. To include HR related performance standards. Decisions must align with police ethics.Learning outcome 4: Explain what types of feedback there are. The positive and negative effects of feedback. Recording of feedback. Participation of individual in the feedback process.
Explain process for formal recognition of good performance. Explain when a development plan should be used. Explain when UPP should be considered. Describe how PDR outcome may affect pay progression. Timescales to provide Information to appropriate HR personnel and reviewer’s line manager.
Learning outcome 5: Explain how they can obtain internal and external feedback – Supervisors, peer group quality assurance personnel. Explain how self -evaluation becomes part of their CPD. Use identified activities for forward planning of their CPD. Maintain Personal Development Plan.
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