Jurisdiction(s):
United Kingdom

Key definition

Performance definition

What does Performance mean? In copyright practice, performance means the live rendition of a literary, dramatic or musical work to an audience; doing so “in public” is a restricted act that normally requires the copyright owner’s permission/licence. This is set out in section 19 of the Copyright, Designs and Patents Act 1988 (UK) and the Copyright and Related Rights Act 2000 (Ireland). Whether an act is “in public” is determined by context and case law; private or domestic use is excluded. For films and sound recordings, the analogous restricted act is showing or playing in public; online streaming is generally treated as communication or...

Designing Law Firm Appraisal Forms: Competency-Based Frameworks, SMART Objectives, PDPs, Ratings and SRA Continuing Competence (England and Wales)

Published by a LexisNexis Practice Management expert

Practice notes

This Practice Note offers guidance on preparing an appraisal form that can be used to evaluate and review an individual’s performance against both objectives and core skills (competencies). It supports assessment against goals and the core capabilities needed to deliver them.

Why are appraisals important?

An effective performance management process typically focuses on the following:

aligning your workforce closely with the strategic aims of the business
improving overall employee performance
supporting employee development and ongoing retention
driving improved overall business results

Creating a competency based appraisal process

It is important to recognise the appraisal form is not a script to be followed slavishly, but a tool that underpins and steers the conversation and creates a structure for capturing what was discussed. The dialogue matters more than the paperwork. Competencies describe the behaviours employees require to carry out a role to a high standard. They concern how objectives are delivered, rather than the objectives themselves. They convert the firm’s strategic aims and objectives into explicit expectations for every employee. For instance, a manager might hit a target of growing business by 20%, yet do so while being an ineffective manager who does not support their team and, as a result, ...

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Beth Pipe , FCIPD

OnLive Learning

Beth is a Fellow of the Chartered Institute of Personnel and Development (FCIPD) and has spent over 25 years specialising in Learning and Development. During that time she has worked across a broad variety of different industries and has, for the past 15 years, worked closely with a number of well known law firms; this has involved putting in to place systems and structures to encourage, enable and track the effectiveness of learning activities. Adept at face to face course delivery, and always enjoying excellent feedback, Beth is also accomplished at online delivery and created OnLive Learning in response to the challenges presented by the 2020 Covid-19 restrictions.Beth has written extensively for LexisNexis on subjects such as Performance Management, Managing Change and Stress Management. Away from her training delivery she is a published author writing about local history, hiking, wildlife and the outdoors and is...

Web page updated on 21/05/2026

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