Core Value
Commitment and Responsibility
Performance Review
Often performance reviews will be founded both on a job description or Terms of Reference (see the Anchoring section for suggestions) and on annual work plans or objectives (which can include soft skills or values). It is important that concrete criteria and expectations are set. Here is a reminder of the job description/Terms of Reference provisions suggested for this value:
“Applying the principles of the Murad Code in designing and implementing this job.”
“Integrating the standards of the Murad Code/survivor-centred approaches to all aspects of work and responsibilities.”
“Ensuring any information related to SCRSV/sexual violence is collected and used in a safe, ethical and effective manner in compliance with the Murad Code.”
“Make responsible decisions and actions relating to the implementation of the Murad Code in this work and takes responsibility/is accountable for those decisions.”
These could be incorporated into an annual plan or review using the Deep Dive table and a scale such as:
Exceeds Expectations: consistently models behaviour which is beyond the minimum standards of the Code (see relevant Deep Dive column), uses creative and practical solutions to uphold and apply the Code, encourages and supports colleagues in their survivor-centred approaches.
Meets Expectations: reliably behaves in a way that demonstrates this value and applies the values and principles of the Code in day-to-day work (see relevant Deep Dive column).
Needs Improvement: inconsistent in approach to the Code and its application, requires reminders or assistance to apply, demonstrates behaviour which is limiting, misaligned or challenging in terms of this value (see relevant Deep Dive column).
You can choose to focus on specific aspects or tailor the expected behaviours specifically to the job or tasks and include these more specific expectations in an annual work plan or job description.
It is important to include free-narrative boxes for evidence-based assessment and explanations both for a person’s own self-assessment of their work, and for the line-manager’s or supervisor’s constructive comments.