ACS Assessor Guide - Security Industry Authority

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ACS Assessor GuideSection 4 – Criterion Specific Guidelines: Criteria 6Criteria 6 – People6.4 An SIA Approved Contractor can demonstrate an appraisal and development system that encourages its employees to improve themselves.6.4.1 A process for the appraisal of employee performance is in place and is implemented.Required Achievement LevelOccasional discussions onemployee performance take place.All aspects of the previouscolumn plus:All aspects of the previouscolumn plus:All aspects of the previouscolumn plus:All aspects of theprevious column plus:Training and development needsare agreed and implemented.All employees have at least anannual discussion with a supervisoror manager about theirperformance.The discussion is based on theviews of their immediate supervisoror manager, and these views aresupported by appropriate evidenceThe discussions contain positivefeedback and are based on inputfrom the customer and colleagues.Training and development needsare agreed, recorded andimplemented.Interim discussions are held atleast six monthly with animmediate supervisor ormanager.All performance discussion istwo-way and is documented.The discussion is two-way and isbased on more than a simple ticklist.158The contents of this publication are copyright ©2013 Security Industry Authority, all rights reserved. No part of the contents may be reproduced or transmitted in any form, by any means without prior written permission of the copyright owner.
ACS Assessor GuideSection 4 – Criterion Specific Guidelines: Criteria 66.4 An SIA Approved Contractor can demonstrate an appraisal and development system that encourages its employees to improve themselves.6.4.1 A process for the appraisal of employee performance is in place and is implemented.Clarification:The term ‘Appraisal’ does not necessarily mean a formal appraisal system. However all staffshould have a personal discussion, at least annually, with their supervisor or manager abouttheir performance. The discussion should be specifically about performance and theemployee should be made aware of the purpose.It should also be fair, two-way and focus not only on past performance but also on futureneeds to improve performance. The format of the discussion should be appropriate to thesize of the applicant organisation and the needs of the employees. It should not be basedsolely on a tick-box site review (e.g. against assignment instructions).It is important that any such discussions are documented in some way to clarify and ensurecomplete understanding of the discussion and avoid any potential dispute.Good practice: All discussions would be documented and signed by the manager and the employee.Previous discussions would be used to form the basis of the current discussion so thatactions can be confirmed as being completed and improvements recognised. There should be a clear link between an individual’s objectives and the wider aims andobjectives of the organisation. This may simply be an understanding of the overalldirection of the organisation and the impact of their role, for example their performancemight influence whether or not a contract is renewed or extended.Linkages with other Indicators:6.1.2 Defined employee training, development and improvement policy and procedures arein place, implemented and communicated.6.2.1 All employees have training plans and records.6.2.2 All employees are trained to the required standard.6.2.6 Customer feedback is obtained for all individuals working with clients.9.3.1 The regular review of performance against key employee performance indicators.9.4.1 The regular review of performance against responses from employee opiniongathering.159The contents of this publication are copyright ©2013 Security Industry Authority, all rights reserved. No part of the contents may be reproduced or transmitted in any form, by any means without prior written permission of the copyright owner.
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ACS Assessor Guide - Security Industry Authority

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