# data[].attributes.headline
Feel that identification of talent needs to be data and evidence based, not subjective manager/employee opinion only

# data[].attributes.subject
Feel that identification of talent needs to be data and evidence based, not subjective manager/employee opinion only

# data[].attributes.headline
Highly accessible formats should be used to ensure that all needs are catered for (inclusion)

# data[].attributes.subject
Highly accessible formats should be used to ensure that all needs are catered for (inclusion)

# data[].attributes.headline
That check-ins are seen as a annual activity rather than part of every line management interaction

# data[].attributes.subject
That check-ins are seen as a annual activity rather than part of every line management interaction

# data[].attributes.headline
Feel we need to reinforce a coaching culture in management training 

# data[].attributes.subject
Feel we need to reinforce a coaching culture in management training 

# data[].attributes.headline
Re above....just to add...training regards identifying whether or not the team member would benefit form coaching . mentoring or training or maybe all...can be difficult to recognise. 

# data[].attributes.subject
Re above....just to add...training regards identifying whether or not the team member would benefit form coaching . mentoring or training or maybe all...can be difficult to recognise. 

# data[].attributes.headline
It's useful to know what things you need to cover in a check-in. 

# data[].attributes.subject
It's useful to know what things you need to cover in a check-in. 

# data[].attributes.headline
Capacity - we are reactive at the moment.  We know how important this is and we need to prioritise these things.

# data[].attributes.subject
Capacity - we are reactive at the moment.  We know how important this is and we need to prioritise these things.

# data[].attributes.headline
Must be led by the employee, what do they want to discuss about their performance and objectives.

# data[].attributes.subject
Must be led by the employee, what do they want to discuss about their performance and objectives.

# data[].attributes.headline
Through 1:1 asking what training they need.  Where do they see themselves in the future etc

# data[].attributes.subject
Through 1:1 asking what training they need.  Where do they see themselves in the future etc

# data[].attributes.headline
A session or two or video's maybe showing best practice / things to avoid saying etc

# data[].attributes.subject
A session or two or video's maybe showing best practice / things to avoid saying etc

# data[].attributes.headline
Don't have a form for regular check-ins. It's too time consuming to fill it in. Just have one for the annual check-in. It's more helpful to have a useful conversation than spend time filling in forms.

# data[].attributes.subject
Don't have a form for regular check-ins. It's too time consuming to fill it in. Just have one for the annual check-in. It's more helpful to have a useful conversation than spend time filling in forms.

# data[].attributes.body
Feedback needs to be an ongoing process - not just sought around time of Check-in.  Great way to learn, develop and motivate.  Useful for reflection as part of Check in process.

# data[].attributes.headline
Last bit of the proposed form could create problems particularly in relation to raising expectations with those staff who are ready to 'move up' when there are no opportunities to do so

# data[].attributes.subject
Last bit of the proposed form could create problems particularly in relation to raising expectations with those staff who are ready to 'move up' when there are no opportunities to do so

# data[].attributes.headline
Try to offer development within the role to expand their knowledge, skills and experience. My team are always looking at webinars, courses, anything to expand their KSE. They also take the lead on pieces of work which requires them to learn new KSE.

# data[].attributes.subject
Try to offer development within the role to expand their knowledge, skills and experience. My team are always looking at webinars, courses, anything to expand their KSE. They also take the lead on pieces of work which requires them to learn new KSE.

# data[].attributes.headline
More user friendly forms that are easy to populate.  Feel clunky at the moment.  Maybe split up into sections which can be filled in easily and then more complex ones linking it to the organisation priorities / Wirral Plan etc 

# data[].attributes.subject
More user friendly forms that are easy to populate.  Feel clunky at the moment.  Maybe split up into sections which can be filled in easily and then more complex ones linking it to the organisation priorities / Wirral Plan etc 

# data[].attributes.headline
Make it feel like it is beneficial for the employee rather than a tick box exercise.

# data[].attributes.subject
Make it feel like it is beneficial for the employee rather than a tick box exercise.

# data[].attributes.headline
Have it flow down so that our managers by having our check ins will train us by example (hopefully good practice)

# data[].attributes.subject
Have it flow down so that our managers by having our check ins will train us by example (hopefully good practice)

# data[].attributes.headline
I think training on these conversations would be great for all staff, sometimes staff don't always identify with their talent/skills/attributes in doing the job etc; which is generally qstn no. one at interviews, so the conversation can run dry.  I always try to get staff to pull this through - interpersonal and transferable skill sets.

# data[].attributes.subject
I think training on these conversations would be great for all staff, sometimes staff don't always identify with their talent/skills/attributes in doing the job etc; which is generally qstn no. one at interviews, so the conversation can run dry.  I always try to get staff to pull this through - interpersonal and transferable skill sets.

# data[].attributes.headline
Try to give them extra work/project based opportunities as there's no promotion opportunities in our team. Like we do with our Graduates, can we have some kind of management development scheme? Can we give staff the chance to move to a different service to undertake a project or learn something new? How can we move people round so resource isn't lost, it's shared.

# data[].attributes.subject
Try to give them extra work/project based opportunities as there's no promotion opportunities in our team. Like we do with our Graduates, can we have some kind of management development scheme? Can we give staff the chance to move to a different service to undertake a project or learn something new? How can we move people round so resource isn't lost, it's shared.

# data[].attributes.headline
Agree that we should be seeking to future proof services and succession plan however some concerns around - difficult conversations, staff discussing these, TU input and potential differences in opinion. We also have a large number of staff across the service and timescales are challenging. 

# data[].attributes.subject
Agree that we should be seeking to future proof services and succession plan however some concerns around - difficult conversations, staff discussing these, TU input and potential differences in opinion. We also have a large number of staff across the service and timescales are challenging. 

# data[].attributes.headline
It just becomes a meaningless chore that isn't embedded and falls by the wayside.

# data[].attributes.subject
It just becomes a meaningless chore that isn't embedded and falls by the wayside.

# data[].attributes.headline
Until someone in my team leaves, there's nowhere for anyone else to progress to. How can we address this and provide opportunities on a council-wide scale?

# data[].attributes.subject
Until someone in my team leaves, there's nowhere for anyone else to progress to. How can we address this and provide opportunities on a council-wide scale?

# data[].attributes.headline
I would just like to clearly distinguish with staff the difference between 1-1's and check in's, hopefully it will be in People Strategy, plus timescales for check ins.

# data[].attributes.subject
I would just like to clearly distinguish with staff the difference between 1-1's and check in's, hopefully it will be in People Strategy, plus timescales for check ins.

# data[].attributes.headline
Some of my team aren't big on sharing. Day to day they are content in their work, need little input from me, and deliver on time. During check-ins they offer little and ask for little. They're just generally ok! How do I develop this conversation into something more meaningful for both of us?

# data[].attributes.subject
Some of my team aren't big on sharing. Day to day they are content in their work, need little input from me, and deliver on time. During check-ins they offer little and ask for little. They're just generally ok! How do I develop this conversation into something more meaningful for both of us?

# data[].attributes.headline
Ensure everyone has one - regardless of capacity/workloads/pressures - it should equally be an every day task (not daily of course). :)

# data[].attributes.subject
Ensure everyone has one - regardless of capacity/workloads/pressures - it should equally be an every day task (not daily of course). :)

# data[].attributes.headline
Need to remove the 'fear factor' that the old style appraisals often had as in some situations issues were stored up rather than resolved as they occurred. I think that the regular check in approach is a great idea, but time and resource will be a big issue against service cuts and impacting on front line service delivery. Communication is key to selling this to the teams and positive engagement

# data[].attributes.subject
Need to remove the 'fear factor' that the old style appraisals often had as in some situations issues were stored up rather than resolved as they occurred. I think that the regular check in approach is a great idea, but time and resource will be a big issue against service cuts and impacting on front line service delivery. Communication is key to selling this to the teams and positive engagement

# data[].attributes.headline
That the input is linear - management to employee and back again. The 360/peer elements of it would be really beneficial to me. I'd like to make sure I handle it sensitively/well but also that if others are asked to input that they value it and take time to do it properly.

# data[].attributes.subject
That the input is linear - management to employee and back again. The 360/peer elements of it would be really beneficial to me. I'd like to make sure I handle it sensitively/well but also that if others are asked to input that they value it and take time to do it properly.

# data[].attributes.headline
There needs to be follow up training after an apprenticeship ends, giving those who have achieved their qualification the chance of training across all departments, a bit like the graduates scheme, especially if there is no progression routes within their current deployment.

# data[].attributes.subject
There needs to be follow up training after an apprenticeship ends, giving those who have achieved their qualification the chance of training across all departments, a bit like the graduates scheme, especially if there is no progression routes within their current deployment.