1. Performance Reference
This form must be completed with, and signed off by, the employee to whom it relates. It must then
be sent to HCHRfiling together with the leaver form so that this information can be kept on file and
included in any reference requests for this employee in the future. The performance reference
guidance explains what you should consider when completing a performance reference.
Name: Michelle McKay Post: Senior Practitioner RES ID:
Directorate: Childrens
Wellbeing
Team: 16+ service Leaving Date:
Summary of your
professional relationship
to the person
I am head of service for looked after children and whilst I have not
directly line managed Michelle I am position to comment on her
ability and skills.
The key facts about the
candidate, such as their
most recent career
history and position(s)
held
Michelle has been senior practitioner of the 16+ service for ……
months. Taking a lead on performance in the service and
implementing changes within service following a service review
and Ofsted inspection in 2014.
Summary of
responsibilities for most
recently held post
1. supervision of staff
2. performance monitoring
3. data cleansing
4. Project lead of the 16+ development work package within the
Children of Herefordshire improvement and partnership
programme
5. data analysis
Summary of key
performance
achievements – including
examples
- Data cleansing and baseline setting using information
within frameworki NEET, homeless, completion of core
assessments/ pathway plans.
- Embedding performance management with individual staff
e.g. completion of appraisals.
- Supporting staff to work to agreed objectives e.g. use of the
agreed supervision tool and challenge around poor
practise.
Qualities and
competencies
- Good leader.
- Attention to detail when monitoring data and completion of
statutory tasks.
- Approachable relationship with staff.
- Good use of research and models to underpin practise with
staff.
- Good time management.
Performance reference template 1 v1.0

2. - Michelle is honest, reliable and a woman of integrity.
Development needs
(indicating if these have
been agreed with the
employee)
- Michelle does get drawn into detail and can apply a ‘fixing’
mentality rather than encouraging staff to come to her with
the solutions. Michelle has taken steps to improve this by
encouraging staff to find answers for themselves and she
understands that this will empower them as practitioner in
the future.
Would you re-employ this
person?
YES
Most recent and agreed
performance rating*:
(1=Poor; 5 = Exceptional)
Enter rating
here
1 2 3 4 5
Rating description: 4
Note: * Substitute this wording with the appropriate ratings for those employees such as teachers who
are on an agreed alternative performance review scheme
Employee
signature
Date
Manager
signature
Date 20th
July 2015
Manager name Joanna King Job
title
Head of Looked
after Children.
Performance reference template 2 v1.0