Appraisal – Performance Management
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Appraisal – Performance Management

Appraisal and Performance – Performance Management – Carrying out effective appraisal of your employees allows a variety of benefits:

Provides structured opportunity for staff at different levels to discuss work, their relationship and how they support each other


Provides a forum for individual feedback on work performance
Provides a formal channel through which development needs are identified
Clarifies what is expected of an individual and how this relates to the Company objectives


Improves teamwork through shared objectives
Allows face to face discussion on a one-to-one basis
Helps to plan ahead together


Provides a chance to explain to staff about developments affecting the team
Opportunity to thank staff for a job well done
Can have a frank exchange of views


Can counsel and advise your staff
Staff can present their views and ideas
Opportunity for you to influence attitudes and behaviours


THE APPRAISERS CHECKLIST

Preparation
Collect the information which you will require
How they have performed against last years objectives
How they have managed their resources
Problems they have had, and how they have addressed these
Their strengths and weaknesses
Their likely training / development needs
Any changes to their job / objectives through the year
Any problems with relationships
Evidence of self-development over the year

Prepare the Environment
Choose an appropriate room
Allocate enough time
Inform the appraisee well in advance
Ensure there will be no interruptions

Prepare the Appraisee
Explain the appraisal process in advance
Allow them time to adequately prepare
explain to them how to get the most from the appraisal interview

Reflect on the skills you require for effective appraisal interviewing
questioning, listening, giving and receiving feedback, problem solving, note taking, being fair

The Appraisal Interview
Introduction
explain the purpose of the interview
explain the stages of the interview
recap on the situation at the last (or interim) appraisal
state the benefits which you hope will be achieved by the appraisal
encourage the appraisee to use the notes which they may have prepared
ask the appraisee about their expectations of the appraisal
agree areas of discussion based on both your agendas

The Main Part of the Interview
Employees gives view of how the year has gone
Prompt questions:
what have you done most effectively or has given you most satisfaction during the year?
what have you done least effectively or has given you least satisfaction during the year?
have you come across any obstacles – in the job situation, or in your own knowledge and skills that have prevented you from working as effectively, or with as much satisfaction as you would have wished?
if so how might these be overcome or avoided?

Review each specific objective
was each action carried out within time and effectively
was appropriate training and support given – if not, why not
were there constraints outwith the individuals control e.g. lack of resources, sickness etc.
did the individual timeously identify potential problems with achieving the objective and actively seek solutions
?application of a performance rating

Agree Objectives for this Year

Identify the appraisee’s training and development needs
how does the appraisee see their future career, and what are their aspirations
your perception of the future for the appraisee
areas where specific training is required to assist them to do their job / meet their objectives
area of professional development required to maintain / enhance professional skills
areas of development they wish to undertake which may be of more benefit to them than the Company

Concluding the Interview – summarise:
solutions identified to problems
specific job objectives agreed
actions to be taken forward by both you and the appraisee
agreement about reviewing objectives through the year
actions in relation to training and development activity

Record the Appraisal Outcomes