Progress Reviews & Development Discussions
Our end-of-year annual Performance & Development Review windows open respectively on 1st November to 31st January.
We have provided the following information and resources to ensure you get the best you possibly can from your review discussions.
Splash Perform
Splash Perform
If you are accessing Splash Perform, our online portal, you will receive a further automated email on 1st November & 31st January - asking you to commence the self-review of your performance – this can be found in the My Development tab of Splash.
Additional resources are available to help you navigate the Splash Perform process. You can access these through the comprehensive Guidelines and video tutorials provided below. There is also a dedicated button for each type of review.
To access the course, simply click the button below.
The 360 Review
As part of this year’s Performance & Development Review, we’re pleased to introduce our updated 360 feedback process, which is now streamlined for better behavioural measurement and aligned with our Colart values — Passion, Quality, Accountability, and Agility.
The 360 process provides each of us with valuable insight from colleagues we work closely with, helping us understand how our behaviours reflect our values and contribute to a culture of continuous growth.
Once you receive your email notification to start your self-review in Splash, please also begin your 360 reviews promptly. You should agree your 360 reviewers, with your line manager.
When completing a 360 review for someone else, you’ll be asked to provide feedback on how they demonstrate our values in their everyday work.
For those in leadership roles, feedback should also consider how they role model the nine leadership behaviours described in the Colart Way.
Why are Performance and Development Reviews so important?
Even more so right now with the increasing pressures on our people, we need to maintain our culture and engagement. The many reasons include: - increasing morale, valuing employees, supporting personal and professional growth, and providing clarity of role. And of course, fundamentally, progress reviews underpin our our common purpose uniting action.
Our aim is to make sure everyone gets the most out of the discussions.
The table below provides guidance to help structure and deepen your performance conversation. The more you put into your self-reflection the more you will get out of the conversation – for example:
Supporting Resources
- Webinar: Getting the Most Our of Your Performance and Development Review Discussion. To access this click the link here.
Questions I should ask myself
Download a copy of these questions by clicking the button below
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