Authorised Training Employers should conduct performance reviews with ACA trainees as part of a six-monthly review, as it is an important requirement for a student training to become a qualified ICAEW Chartered Accountant.
Make time for one-to-one meetings
Performance reviews are key to keep employees engaged, informed about their performance and to discuss opportunities or challenges in their role. You should set aside dedicated time to hold regular one-to-one performance reviews with your staff members to ensure these conversations can take place. This is particularly important for junior staff who are early in their careers and may need more guidance to discuss their development or future career progression. Regularly staying in touch with your team will help you build relationships with your staff and develop a greater understanding of where they perform well and where they may need support to improve.
Share the performance review format with your junior staff members
Before you conduct a performance review with your junior staff members, you should share the performance review format with them. This enables your employees to understand how your company will assess their performance, what is expected of them and help them prepare for the review effectively.
Be honest when evaluating an employee’s performance
When you are conducting a performance review with a junior staff member, honesty is key. Be sure to give positive feedback for anything they do well to help motivate them. If they have underperformed, it’s a good idea to come prepared with specific examples and work with them to put together an action plan of how they will improve. Doing this will enable the junior staff member to work on the goals they’ve been given within the timeframe you’ve set for them.
Set employee goals for the future
Goal setting is an important component of conducting performance reviews. As a manager, you should think about how you could help and support your junior staff members to achieve their goals. This could be through offering resources, such as a mentoring programme and training courses, or by giving them stretch tasks in their role. The goals you set for your junior staff members should be specific, measurable, action-oriented, realistic and time-based (SMART). This can help them focus on what they need to do and effectively measure whether they’ve achieved their goals at the next review.
Documenting performance reviews
Conducting regular performance reviews can help you keep track of your employee’s contributions over time. You should keep a record of performance reviews to look back on and assess how employees have progressed over time and whether they have achieved the goals they were set. If you are training ACA students, we provide guidance on preparing for a six-monthly review. It covers all the topics you need to factor into your students’ monthly review, from professional skills and experience to Specialised Learning.
Conclusion
Conducting performance reviews that help junior staff members grow and progress in the profession can have a positive impact on their professional development and the contributions they make to your organisation.
Develop future-ready talent
Last updated: June 2026