Core Value
Humility
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:
“Carefully assess limitations in your team and ability to deliver Murad Code-compliant/ this work, and consult with community and technical experts as appropriate.”
“Responsibly assess and situate the prospective work amidst the work of other actors in this context and make responsible decisions of whether and how value can be added.”
“Ensure the work is situated and implemented responsibly within the eco-system/context, ensuring whenever possible that the work of others is not undermined or impacted negatively.”
These could be incorporated into an annual plan or review using the Deep Dive table and a scale such as:
Exceeds Expectations: consistently models behaviours which exemplify this value (see relevant Deep Dive column), including proactive seeking of feedback for the purpose of improvement, proactively seeking expert advice including community and survivor experts and continued review and monitoring to ensure work is adding value and not undermining value of other work and services in that setting.
Meets Expectations: reliably behaves in a way that demonstrates this value on a day-to-day basis (see relevant Deep Dive column) including assessment and honesty about limitations of self and team, acceptance of feedback to make improvements when required and use of expert advice.
Needs Improvement: inconsistent approach, requires reminders, prompts or assistance to demonstrate this value, behaves in ways which are 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.