#Itsaboutme: A Fresh Approach to Quarterly Touch Points

We are pleased to introduce our improved approach to #Itsaboutme. Recently agreed by SLT, this future- focused, strengths-based process, has been tailored to enhance employee performance and growth and ensure a more comprehensive evaluation of our staff members, with manageable bitesize quarterly touchpoints through the year.

July 2023 will see the launch of a new approach to #Itsaboutme.

What’s changing?

With the introduction of quarterly touch points, we are moving away from the single, once a year annual #Itsaboutme meeting and focusing on shorter, more regular #itsaboutme touchpoints, between team member and manager.

This shift allows for more frequent and timely feedback, incorporating regular coaching and check-ins ensuring that individuals progress is acknowledged and addressed throughout the year.

What will the new process look like?

Throughout the annual #Itsaboutme cycle, there will be two formal and two informal quarterly touchpoints. We would encourage completion of all 4 stages, however, the informal touchpoints are not compulsory.

Formal touchpoints will be carried out half yearly, with shorter windows for completion and will focus on reviewing past performance with the intention of agreeing future objectives, considering performance, behaviours and development needs.

Informal touchpoints will be optional, but as a minimum, team members are encouraged to carry out independent self-reflection on their performance and aspirations. Line managers will also be able to comment on, and/or acknowledge their team members reflection, but this will not be mandatory.

Team members and their manager will have the opportunity to document performance on IDev in a revised format to align with the touchpoints.

Each touch point will have time limitations which will allow the Organisational Development and Learning team to run reports on completion rates within the given time frames. Touch point windows will not have extensions, however within the 12 monthly #iam cycle each touch point will be left open for team member managers or to revisit and amend in their own time. The #Itsaboutme will be locked down once the 12-month cycle has lapsed.

Why is #Itsaboutme important?

Simply put, people who are recognised and appreciated for their contribution and are clear about their expectations are more engaged, and thus more productive.

The purpose of the #Itsaboutme is to highlight how an individual’s performance contributes to the overall corporate plan of the council. These touch points support staff members and managers to have valuable conversations and review periods alongside to compliment regular 121’s.

As an organisation, we are far more effective when we have regular discussions with our managers and are able to address issues of performance, development and support needs.

Will this increase my workload?

The new approach to #Itsaboutme will not increase your workload. The touchpoints are designed to work in conjunction with the current 121meetings you are already having with your line managers.

During each touchpoint, iDev will allow individuals to upload any supporting documentation, preventing duplication whilst providing a centralised point to record performance.

Supporting documentations may include conversations that have been documented during 121 meetings, supervision meetings, certifications of training/development courses or evidence of any other continual professional development (CPD).

When will it change?

The launch of the new process in July will see little change in the process for 2023and will primarily be a transition year.