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PERFORMANCE REVIEW – 2016
Q uarterly performance review – Delivery T eam
A nnual/quarterly performance review – all other staff
Name: Jonathan King
Position: Delivery Support Specialist
Name of manager/appraiser: Rebecca Sansom
Date: 28/09/16
Appraisee feedback:
Describe your achievements during the last year: During this year I have done a number of projects for the company which I have successfully completed.
These include:
Workbook – Complete workbooks both mandatory and optional (CS2/3, BA2/3, TL2, and MG3) (originally
created in both the PDF and word format but later only word, they were also originally equipped with a
email create button), add authentication pages to every workbook, complete answers for all, redo
questions where requested by TCs who are using them, add web links to all workbooks, Create new
workbooks for new MG4 award.
Information Sheets – Add new gridding to existing IS for the new MG4 award, Check gridding for the
new IS created, modify gridding to be more visible when printed, over print old versions of printed colour
IS so that they can still be sent out in LAPs.
LAPs – Updated LAPs where necessary to accommodate any changes that occurred, created 2 versions to
be printed (one that includes the IS and one that does not).
MG4 – Helped plan and map the new award. (IA, ST, IS, CH, & mapping), Research for IS for Becky.
Induction Paperwork – Updated where needed, created multiple new ILP documents and ILR
documents, changed the ERR document requirements away from the Be safe workbook and towards our
own company created documents, Adjusted Admin documents for them so they are more up to date.
Expenses report – Created a new weekly expenses report for TCs to use and updated it a few times,
helped develop Falcon based expenses report, Inputted expenses during switch over from one to
another(overwatch report), Calculated Each TCs expenses for Hannah before the new automated Falcon
version was created.
New TC Inductions – preformed equipment handover for all new TCs equipment
Assignments – First put in charge of assignments which I was to do on a day to day basis, then during
time where TCs left had to create handover plans for all learners held by departing TCs as well as a
weekly assignment of new learners, after new TCs hired to fill gaps it then became a biweekly task of new
assignments with the occasional large reassignments where necessary where I created plans for Emily and
then we would take a day meeting to sort out where they all need to be placed, now this has transferred
to Sharon where I just do the research biweekly and hand it to Sharon who would check my
recommendations and assign where needed.
Guidance Binder – created some new guidance documents as requested by Emily, updated older
documents in the guidance binder, helped when remodelling the documents to be split between paper and
electronic areas of the files, reviewed all documents to ensure that they are up to date, recreating word
versions as they were lost when Emily left.
Policy binder – reviewed half the policies to ensure that they are still current and made minor updates.

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Lesson plans – Created Maths and English Lessons plans from proposed drafts we got from consultants.
Reports– Review reports (long term reports that was the precursor to KPI reports, they were done every
week to highlight what learners the TCs have not seen or added to watch or suspended), Watch reports,
Success rates report, weekly caseload summary report, weekly activity time checks, weekly Comparison
report made from KPI reports, risk banding reports
Admin – Sending out LAPs, Inputting learner details, 2nd
Validation checks of inputted data, Preparing
certificates to be sent to Learners, Applying for ACE certificates.
other – Photos of TCs, Amplification, company update, Employer engagement teams flyers, meet your
training consultant, updated logos, Incentives checks, FS provider reviews, induction dates mapping for
TCs and their requested swaps, iCQ work pack task, functional skills analysis for Sarah, progression
checks, check every week to see if we have current learners with departed TCs, Survey monitoring of TCs,
batch geo maps of learner location for each of TCs, monthly cubby backup, mileage deduction checks for
Hannah, completer notification, program schedule review, Teach a TC maths before her test (one day),
keep up to date with framework changes and check them directly to ensure we do not miss anything,
collation tasks for IT, other tasks as comes from Emily.
Delivery Documents (VS17, 18, and 19) + New Hyperlinking of files.
Completed Qualification – completed assessment course
First Aid Training – completed 3 day FA training course, reviewed the First aid boxes and had new one
brought in as a lot was out of date.
Describe any challenges you have faced over the
last year:
General challenges of getting the work done to a high standard.
Had some trouble with prioritising tasks at first as urgent tasks would come from Emily while I was doing
other urgent tasks. This is now resolved as we had a talk and worked out how I should prioritise in the
future.
Had trouble when Emily left as most of my tasks came from her at the time. This is now sorted and I have
long term projects to complete. During this time I was lent to assist other departments and though
interesting at first but found the tasks getting monotonous once I had a routine. Overall during this time
my interest in the tasks was lower than usual.
What do you find rewarding about your job? I find the completion of a task to be the most rewarding as I feel that I have succeeded in something.
I also find that trying out and experimenting with the programs to automate the tasks rewarding when
they work as it shortens task times and makes myself more productive.
I also like new tasks where I have to design a process or a new document plan. The recent task from
Sonal is a good example as she described a very general plan that I got to experiment with and produce a
working model for her which she liked.
Areas for development (please specify support
needed to achieve this):
When I applied for Emily’s job after she left I was told that I did not get it for 2 clear reasons. One was
because I did not have management experience and the others was because the TCs wanted someone
who was more involved with them and would understand them. Management experience is what I am
hoping to gain if possible though right now not sure how I can get it.
General communication skills. I feel that I have improved in this but I can always get better, I currently
do not have opportunities to actively contact people and so a bit isolated. This is how I generally am but
would like to improve my connections with in the company. I am hoping that I can get tasks where I can
contact colleagues and converse. One idea is that we get the original plan for me to teach them maths,
this can be done online hopefully so they will not have to come in.

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Individual Development Plan checked: Appraisee initials: JKI Appraiser initials:
Appraiser summary comments:
Appraiser to provide a general overview of the
last year:
Jon has completed a wide range of different tasks over the course of the last 12 months! He has coped
will with the ongoing development of the company, the changes in management and also in his evolving
list of tasks and project-based work. As it stands at the moment Jon is responsible for managing all of the
Company’s Product on Cubby as well as regular Delivery Document updates as well as following a
comprehensive annual timeline of activities relating to our Product (with RS). It is likely that some of Jon’s
projects will develop in line with the new Apprenticeship Standards and I am keen that he is involved at
an early stage with the development of the delivery model and mapping of materials (in particular the
training materials for Customer Service Practitioner) linked to these new programmes.
Jon has demonstrated some positive development since his last performance review, in particular his
written and telephone communication has greatly improved. This can be seen when reviewing his own
appraisal from 2015 to today’s written contribution above, furthermore he has worked hard on his
telephone communication and I am pleased that his contact with learners has demonstrated that he is
more confident using this method of communication! Jon has created some great resources over the last
12 months including a hyperlink contents document to support Delivery Documents. He followed the brief
very well and has a great understanding of how to utilise programmes such as Word and Adobe. Jon will
often train me in these tools, which is useful! He is also embracing the team support structures such as
his project plan, the project board and the responsibilities list – I would like to see Jon take the initiative
with this list and ensure that he actively checks on a regular basis so that he is able to address his
allocated annual responsibilities without prompting. He completed someone to one support with Maths for
Nicky Ivey, she gave the following feedback, which indicates that is was a success!
Jonwas verysupportive,andwaspreparedandstructured.
Jongave me advice anddirectiontohelpme withmyfunctional skillsinmathsandguidedme through
methodsandcalculationstohelpme.
Now that Jon is experienced with his Product responsibilities, it would be great to see him take further
ownership for tasks and refine his work. There are occasions where he would benefit from demonstrating
a little more attention to detail, for instance remembering to scan Delivery Docs for viruses before passing
it on to IT, and checking that the font in documents is consistent (answer books with matching font
throughout for example). With more confidence Jon would have successfully pushed the implementation
of version 19 of Delivery Documents through and I am sure that the next version will be managed to
completion effectively without any input from me!
I think Jon is capable of taking ownership of our materials without my support if he continues to push
himself. He is prone to prioritise the tasks that he enjoys and I think he needs regular project plan
reviews to maintain his momentum. He does however successfully manage his data related activities that
support Sharon in her role as T&D manager as well as the WATCH process and so I am sure that he will
continue to grow in terms of his confidence and take further ownership within his role.

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Jon has become the office First Aider as well as taking on some of the responsibilities of sustainability at
HO – I look forward to seeing proposed improvements to our sustainability practices in due course! He has
also supported the Admin team in a number of ways which has been appreciated. I am aware that admin
is not his preference or strength but it is of benefit to the company as a whole when we can both support
other teams. Jon’s memory lets him down at times and he would benefit from working on this over the
next few months to demonstrate further ownership of his tasks. His work for Gareth on Functional Skills
has not gone unnoticed – Gareth had the following feedback:
I’ve beenreallypleasedwiththe supportJonhasgivenme inputtingtogetherthe Functional Skills
documents.
He has completedeverythingIhave askedfortoa highstandard and well beforeIwasexpectingittobe
finished.
I note that he is keen to develop his skills and it is great that he has aspirations towards management, I
appreciate that at the moment his role does not enable him to develop relationships within the Delivery
Team at the moment, but he is beginning to work with Gareth on some Functional Skills materials and
also with Sonal on some employer focused delivery plans and he should use these opportunities to
develop his relationships with other departments. Whilst I am available to support and advise I am happy
that he continues to manage these projects independently as long as they are recorded as part of his
weekly time management. I anticipate that further projects will present themselves within the next 12
months as this contract year marks a great deal of development in the Apprenticeship sector with the new
Apprenticeship Levy and Apprenticeship Standards. Well done Jon on all of your hard work!
All non-delivery staff:
Overall Performance Rating:
Please provide an overall performance rating for the appraise, from the following options:
 Exceptional consistently and significantly above what is expected from someone at this level of competence/experience.
 Above Target demonstrably above what is expected from someone at this level of competence/experience.
 On Target meets the expectations of someone at this level of competence/experience.
 Below Target whilst meeting requirements in some areas; requires further development in others.
 Unsatisfactory below what is expected from someone at this level of competence/ experience.
Overall Performance Rating: On Target
Employees who receive a below target or unsatisfactory rating will be subject to performance improvement measures.
Targets set for next year: By when:
1. Take ownership for the Product responsibilities list allocated tasks over the year – DON’T forget anything! September 2017
2. Maintain momentum with projects to ensure that they are finished in a timely way. September 2017

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3. Continue to develop ownership of tasks so that all aspects are successfully completed. (Del Docs vs20!) September 2017
4. Continue to maximise chances for development – e.g. Sustainability/Apprenticeship Standards. September 2017
5.
Appraisee comments following review:
Signed:
Appraisee:_______________________________________________________________
Appraiser:_______________________________________________________________
Date of next review:_______________________________________________________