How
Behaviour is assessed against the 'what it is' guidance across the Living Values.
Research phase · Sources and first-hand accounts are being reviewedRead the research framework
Behavioural standard / S6 / Reviewed
Performance & Growth Rating Scale
A Support Centre rating framework combining values-aligned behaviours, described as the 'how', with delivery against objectives and big rocks, described as the 'what'.
Scope: Support Centre only
Overview
The two-page scale shows how behaviour and results are combined into an overall performance rating.
To guide Support Centre performance ratings and show the relationship between behavioural and outcome measures.
- MECCA Support Centre team members
- Managers assessing performance
- Workday performance processes
- Assess values-aligned behaviour
- Assess outcomes against objectives and big rocks
- Provide real-time feedback and coaching
- Enter inputs into Workday
- Demonstrate behaviours aligned with the Living Values
- Deliver outcomes against objectives and quarterly big rocks
- Respond to feedback
- Living Values
- Annual objectives
- Quarterly big rocks
- Workday
The scale refers to performance across each quarter of the year and an overall annual rating.
- Behaviour and results both inform ratings
- Feedback should address concerns in real time
- Ratings use a published combination matrix
- Workday records the inputs
What
Outcomes are assessed against objectives and quarterly big rocks.
Overall rating
Workday combines the how and what inputs to produce a rating.
- Were employees told how both measures would be assessed?
- Was feedback provided in real time?
- Were objectives and big rocks documented?
- Could employees understand or challenge the inputs used?
01Set expectations
Values, objectives and big rocks
02Assess how
Behaviour against Living Values
03Assess what
Outcomes against goals
04Record
Inputs entered in Workday
05Rate
Overall rating produced
Evidence can be added without changing the archive structure.
Future records may include authenticated versions, implementation records, meeting notes, training material or organisational response.
Experience will be assessed separately.
Contributor accounts will not be merged into the organisational source. They will be coded, assessed and linked only where consent, relevance and source safety allow.
Evidence status
Internal guidance identified. Implementation not determined.
This analysis paraphrases what the reviewed source describes. It does not establish that the material was current, mandatory, distributed to every employee or consistently followed in practice.