Report Summary
This report provides members of the People Committee with an overview of Police Scotland's MyCareer Evaluation.
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Meeting
The publication discussed was referenced in the meeting below
People committee - 27 November 2023
Date : 27 November 2023
Location : online
Background
MyCareer launched as an appraisal approach on 1 April 2022, and was implemented in Police Scotland, SPA Corporate and SPA Forensic Services with a training and development plan delivered to support the implementation.
MyCareer is a mandatory reflective performance appraisal with an annual cycle from 1 April – 31 March, with at least one recorded MyCareer discussion taking place between the line manager and direct report at any point during the 12-months (in year one an extension was granted to 31 May as part of introducing the new approach). MyCareer documentation is held on SCoPE providing a compliant storage and retention facility.
MyCareer is designed to recognise the every-day contribution colleagues make across the organisation and is underpinned by the Competency and Values Framework (CVF). It is designed to help colleagues take control of their future development and provides all officers and staff with opportunities to discuss their career in conjunction with their line manager. It is also used as the gateway/entry point for officers considering promotion.
MyCareer was designed to encourage everyone to use a tool called Reflection Logs to record examples of work/evidence of CVF behaviours throughout the year. They document 'what' has been delivered, linking to CVF role profiles, and 'how' it was delivered, in line with the CVF.
As part of the design, it was agreed that MyCareer would also form the gateway into the National Police Promotion Process (NPPP) and to support the Probationary Sergeants Process. Both processes now use Reflection Logs as essential requirements in their approach.
There is a need for the organisation to appraise its officers and staff, to inspire continuous improvement of performance, encourage and embed individual development and recognise and assess individual and team contributions. As such it is important to understand whether MyCareer is providing the tools and environment to achieve this.
To facilitate this understanding, a comprehensive evaluation and audit was completed at the end of the first annual cycle using both quantitative and qualitative data collated from a range of feedback and evaluation methods across the organisation, and with multiple stakeholder groups.
