Staff Development and Performance Officer

Staff Development and Performance Officer

Anew and exciting opportunity has arisen for a self-motivated, forward-thinkingindividual with proven experience in staff development, performanceimprovement, workforce support and data-led reporting.

The Staff Development and Performance Officer will play a key role in supporting BARDOCs approach to workforce quality, performance monitoring and staff development.

The postholder will be responsible for maintaining and developing the staff quality and performance dashboard, analysing workforce trends, coordinating development actions and supporting informal staff conversations to help recognise and identify emerging trends, promoting continuous improvement.

Reporting directly to the Chief Executive Officer and working closely with operational managers, HR, training leads and the senior leadership team, the postholder will help ensure that staff performance is reviewed fairly, consistently and constructively. The role will support managers by providing evidence-based insight, identifying training or support needs, escalating risks where appropriate and highlighting opportunities to develop and retain high-performing colleagues.

The purpose of the role is to strengthen BARDOCs ability to maintain a successful working environment where staff are supported to meet expected standards, develop their skills and contribute positively to safe, respectful and high-quality patient services.

Main duties of the job

The list of duties and responsibilities which may be required to be undertaken either routinely or periodically.

• Maintain the performance dashboard
• Review trends and overall performance
• Produce regular reports summarizing performance themes and trends
• Identify staff requiring support and development
• Maintain confidentiality

Qualifications

• Experience in staff development, workforce support, people management, HR, performance improvement or a similar role
• Proven track record of achieving targets and driving business growth
• Experience of working with managers, HR teams, operational leads and senior stakeholders
• Experience of holding sensitive, constructive and professional conversations with staff
• Reviewing performance information, identifying trends and summarising key findings
• Maintaining accurate records, reports or dashboards
• Coordinating training compliance, learning needs analysis or staff development actions
• Supporting organisational change, quality improvement or workforce transformation
• Supporting informal performance conversations, coaching, supervision or development planning

Knowledge

• Understanding of staff performance, development, conduct, attendance and capability principles
• Understanding of confidentiality, data protection and appropriate handling of sensitive staff information
• Understanding of fair, consistent and evidence-based performance monitoring
• Awareness of equality, diversity and inclusion principles, including the need to consider context, fairness and reasonable adjustments
• Knowledge of safeguarding, information governance or clinical governance principles
• Knowledge of quality assurance, audit processes or performance management frameworks
• Working knowledge of HR policies, employee relations processes or CIPD principles
• Understanding of Primary Care environment and its interface with the NHS and wider Health and Social Care environment

Additional

• Ability to work flexibly on occasion to support staff working across varied shift patterns, including pre-arranged evenings or weekends where required
• Role requires completion of DBS check to be carried out prior to starting
• Right to work in the UK
• Ability to work from BARDOC sites as required, with any hybrid arrangements agreed in line with organisational need
• CIPD qualification, coaching qualification, management qualification or relevant workforce development training
• Full UK driving licence
• Access to own transport or ability to travel between BARDOC sites where required

Skills

• Strong communication and interpersonal skills, with the ability to build trust and rapport with staff and managers
• Ability to manage challenging conversations calmly, professionally and constructively
• Strong stakeholder management skills across operational, HR, training and senior leadership teams
• Strong written communication skills, including the ability to produce clear reports, summaries and recommendations
• Good analytical skills, with the ability to interpret data, identify patterns and highlight risks or opportunities
• Ability to organise workload, manage competing priorities and maintain accurate records
• Ability to work under pressure
• Confident use of Microsoft Excel, including tables, filters, formulas and basic data analysis
• Ability to distinguish between informal staff development matters and issues requiring formal manager or HR escalation
• Experience supporting managers with evidence gathering for performance, conduct or capability concerns
• Experience managing a recurring monthly reporting cycle
• Experience using Power BI or other reporting tools
• Training in conflict resolution, mediation, coaching or difficult conversations
• Coaching, mentoring or facilitation skills

Personal Qualities

• Self-motivated, proactive and able to work independently
• Professional, discreet and able to handle sensitive information appropriately
• Fair and objective in approach
• Resilient and calm under pressure, particularly when managing sensitive or difficult discussions
• Committed to supporting a positive, respectful and high-performing working environment
• Able to challenge constructively where standards, behaviours or performance require improvement
• Able to adapt communication style to suit different staff groups and situations
• Strong commitment to continuous improvement and staff development
• Comfortable working in a developing role where processes may evolve over time
• Confidence influencing others without direct line management authority

Disclosure and Barring Service Check

This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1975 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.

£36,000 a year (£21,600 based on working 22.5 hours per week)