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Performance Appraisals
“If you wish to achieve worthwhile things in your personal and career life, you must become a worthwhile person in your own development” Brian Tracey
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Agreement
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Objectives
• What• Our process• What makes a good appraisal?• Objectives and goal setting• Feedback
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What
Performance development cycle
• Investment in staff• Motivation and trust
• Two-way feedback• Discuss progress / set-
backs• Update objectives
• Objectives and indicators• Discuss expectations and
development needs
Performance development
planning
On-going discussion
Performance development
review
Reward and recognition • Review previous
performance• Discuss development
opportunities• Career aspirations• Performance rating(s)
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October November
Our process
Early – Mid October • Employees to
complete "Employee Only" sections on Octopus HR and notify Manager.
Mid – End October• Manager to
complete ‘Manager’ sections on Octopus HR.
• Arrange meeting with Head of HR to confirm ratings.
Early – End November• One-to-One meetings to be
arranged by Managers• Manager to communicate
rating to employee and provide feedback.
• Online documents to be completed and signed off by Managers/Employees
• HR to be advised by Managers when complete
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What makes a good appraisal?
• Planning• Feedback (give and take)• Setting objectives (SMART)• Effective communication
(active listening, questioning)
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Objectives and goal setting
• What is a goal/ objective?• What is the difference between the two?• How do they relate?• Why do they matter?
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Objectives and goal setting
Goals• Primary and important• Large in size• The end• The result• The whole• Longer term• SMART
Objectives• Sub-goals• Medium or small in size• The means to the end• The steps• Part of the whole• Shorter term• SMART
What you will do (includes measures)
Steps to achieve goal
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Objectives and goal setting: An example
Goal
• Increase clients
Goal (Specific)
• I have X number of new clients per month by Dec 2012
Measures
• Using networking events
• £5000 profit a month in sales and commissions etc...
Objectives (sub goals)
• I will attend X number of network events per month
• I will record new client details
Step 2: ObjectivesStep 1: Goals
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Objectives and goal setting
Step 3: Make them SMART
Goal (Specific)
Measures
• state exactly what is to be achievedSpecific
• capable of measurement –to determine progressMeasurable
• realistic given the circumstances and the resources availableAttainable
• to the people /role responsible for achieving themRelevant
• with a realistic time-frame in mindTimed
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Objectives and goal setting: Overall
• Goal (what)• Specific goal• Measures
Step 1
• Objectives (How)
Step 2
• Make them SMART
Step 3
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Assessing contribution
•Compare evidence with set objectives•Compare to JD and person specification•SWOT analysis
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Feedback types
• Negative - corrective comments about past behaviour. These are things that didn’t go well.
• Positive - affirming comments about past behaviour. These are things that went well and need to be repeated.
• Constructive – can be negative, positive or neutral. Gives suggestions for improvement.
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Dealing with developmental feedback
• Question ‘How can I do better’?• Actively seek it, various sources• Get specifics / examples• Focus on solutions• Positive attitude• Be thankful
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Objectives
• What• Our process• What makes a good appraisal?• Objectives and goal setting• Feedback
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Questions?
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