23 September 2025

Performance Management: step two – half-year review

We are now at step two of our Performance Management process – the half-year review. 

You should have met with your line manager at the start of our operational year in April to agree individual objectives and discuss your development. As we approach the half-year point, it is now time to review your achievements and the progress that has been made so far. 

Next steps and actions

You and your manager should have agreed on your 2025/26 objectives in April. At the half-year review you will find time to discuss your progress and to ensure you feel supported to deliver in your role.

Actions

  • Review your objectives that were set for the year (2025/26).
  • Review your achievements and progress at the mid-point of the year and capture this discussion on your Performance Review document (2025/26).
  • Share your career goals and discuss any training or development support you may need.

You can find a handy toolkit to support you on the Colleague Information pages of our website here: https://www.glasgowlife.org.uk/about-us/colleague-information/hr-policies-and-documents/performance-management

If you have questions about Performance Management or your development, please speak to your line manager.

The deadline to complete your half-year Performance Management discussion is Sunday 30 November 2025.

Additional resources 

  • Learn more on GOLD – search for Glasgow Life Performance Management.
  • Access GOLD anytime. GOLD is available on personal devices for those who don’t have regular computer access at work.
  • Questions? Contact your HR Business Partner.

Information for managers

All supporting documents are available on the intranet. If you have any questions, contact your HR Business Partner.

Reminder – Manager Objective 

The Leadership Team set an objective for all managers to keep everyone on track, and all managers should have this objective live in their Performance Review document. This ensures that everyone completes Performance Management within the agreed-upon timelines.

“To deliver the three steps in Performance Management (Objective setting/Half-year review/Full-year review) with all my direct reports in the agreed timelines and ensure this progress is updated on the Performance Management Drive.”

Performance management 2025/26 timeline

It’s important that everyone follows the Performance Management timeline so that we stay aligned with Service Plans. Below are the key deadlines for this cycle.

  • Step one: Set objectives – complete by the end of May 2025.
  • Step two: Half-year review – complete by the end of November 2025.
  • Step three: Full-year review and new objectives – complete by the end of May 2026.

Updating the performance management workbooks

Designated senior managers are responsible for keeping our Performance Management workbooks up to date. This ensures we can track progress across all teams.

  • Designated senior managers: Keep updating the Performance Management workbooks on the shared drive.
  • Service areas: Continue tracking Grade 1-3 colleagues’ activities.