Performance Achievement

Performance Achievement (PA) helps you develop in your role. It gives you the opportunity to meet with your manager to discuss your learning and development needs.

PA applies to staff in the HSE and HSE-funded agencies.

How Performance Achievement benefits you

Performance Achievement (PA) supports your performance and development through the year.

Benefits include:

clear role expectations and goals
more confidence in your role and increased job satisfaction
more regular engagement with your manager
feedback on your contribution and achievements

Performance Achievement process

Planning and reviewing your progress and development takes place over a 12-month cycle. You will have at least one meeting with your manager in this cycle to agree goals, objectives, training needs and monitor progress.

PA encourages ongoing engagement between you and your manager. Regular informal meetings will provide you with the opportunity to get guidance and assistance in working towards objectives.

Training

Complete PA training on HSeLanD (search for Performance Achievement hub). Learn what is included in PA, how to set objectives and prepare for your PA meeting:

Part 1: Why Performance Achievement and what it involves
Part 2: Setting Performance Achievement objectives
Part 3: Performance Achievement skills
Part 4: Preparing for a Performance Achievement meeting as a manager

Parts 3 and 4 are particularly relevant to managers who carry out PA meetings.

You can also watch short role‑play videos on PA meeting scenarios (available on HSeLanD). These include community care, clinical, administration staff, support staff and community healthcare.

Preparing for the PA meeting

Guidance for managers and employees to help you prepare for the PA meeting.

Managers preparing for the PA meeting

Complete the training on HSeLanD (search for Performance Achievement hub)
Before the meeting, review your team member's completed PA meeting template form (PDF, 566 KB, 4 pages)
Maintain confidentiality
Be an active listener and use coaching methodology
Give constructive feedback
Provide guidance
Create space for learning opportunities

Employees preparing for the PA meeting

Complete the training on HSeLanD (search for Performance Achievement hub)
Fill in your PA meeting template form (PDF, 566 KB, 4 pages)
Get guidance on completing your PA form (PDF, 125 KB, 1 page)
Send your completed template to your manager before your meeting
Spend time thinking about your training needs for your particular role
Give feedback
Engage positively
Keep all your documentation
Maintain confidentiality

Reporting PA meetings to HR

National HR requires information on the initial PA meeting only. Services do not need to provide data on follow-up meetings.

Individual teams should not send quarterly reporting templates to National HR. Each region and each national or corporate service should submit one consolidated template every quarter.

What line managers need to do

Line managers should record PA meetings on the appropriate form. You must notify your local HR manager (as directed locally) when the initial PA meeting has been completed with a staff member.

What HR managers need to do

Local HR managers should record initial PA meetings held with staff in your department. You should report the initial PA meetings to your head of HR or national director (via local governance channels).

What nurses and midwives need to do

Mandatory PA for nurses and midwives is done through the Professional Development Planning (PDP) Framework for Nurses and Midwives. PDP training and resources are available on HSeLanD (search for Professional Development Planning hub).

Directors of Nursing and Midwifery will collate quarterly PDP (digital and written) and PA data. They will report to their head of HR or national director via local governance channels.

What regions and corporate services need to do

The REO, RDOP or the National Director should complete the quarterly reporting template from National HR. It should list all initial PA meetings held by the end of each quarter for all staff in their area.