Clear Review

Is Public Sector Performance Management due an appraisal?

Webinar | Tuesday, 2nd July 2019 1:00pm BST | HR Grapevine & Clear Review

You are watching on demand.


Created in partnership with the Public Services People Managers Association

The pressure on public sector organisations to produce more with less has never been so intense.

In this climate, HR and Talent functions are often the first to feel the impact. How can we get the most from our people? How do we ensure that our workforce is engaged?

The stakes are high, but so are the rewards. So let’s take a look at the legacy of performance management and get into the hard questions. Is what we’re doing meaningful? Accountable? Productive? And is the archaic annual appraisal really the best way to improve performance?

Join us for an in-depth discussion on the challenges and opportunities of implementing a continuous performance model. We’ll have insights and advice from some of the brightest minds in the sector including the Executive Director of the Public Services People Managers Association, and stories from organisations as diverse as the Valuation Office Agency and Newport City Council, as well as private sector businesses including CYBG/Virgin Money. Along the way, we’ll look at:

  • The core barriers to ditching annual appraisals

  • How to win hearts and minds for a more continuous approach

  • How to ensure visibility, transparency and accountability from performance and people development

  • Practical guidance from successful continuous performance launches 

Leatham Green

Leatham Green, Executive Director Public Sector People Managers Association

Executive Director at the Public Sector People Managers Association, Founder of Mindful HR consultancy and ex HR Director of Brighton and Hove City Council.
Izzie Hurrell

Izzie Hurrell, Project Lead Waltham Forest Council

Project lead for Waltham Forest Council’s recent performance management reinvention.

About Clear Review

Clear Review software allows you to deliver great performance management and improve productivity in person and remotely. We focus on three key aspects of performance: objectives, feedback and coaching conversations. Getting performance management right has never been more important than now!


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