Download - Staff appraisal training

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Appraisal Skills for Staff


What is an Appraisal?

• A systematic method of obtaining and analysing information to evaluate a worker’s performance in their job.

• To assess training and development needs for future promotion.


What Should an Appraisal do?

• Guide you in terms of what is required of you and how well you are performing related to overall objectives of your organisation

• Assesses relevant training and development needs • Measure you against ‘competencies’• Measure your performance against standards and quality• Ensure that performance is measured fairly• Help the Company to decide whether job descriptions are

accurate and whether training has been effective


Links to

• Performance and Pay

• Performance and Promotion

• Performance and Training


Benefits of Appraisals for You the Employees• Helps you perform better• By improving performance an employee can gain:

Job satisfaction Success and career prospects

Appraisals can:• Allow for Self Assessment• Create career development/goals • Create a better working atmosphere• Increase efficiency and morale• Be a good forum for communication• Improve employee/manager relations


What Makes for a Good Appraisal Discussion?

• Preparation• Effective communication

Listening Questioning Understanding constructive criticism

• Clear objectives• Follow up


A Typical Appraisal Discussion

Structure:• Introduction from Manager to state the purpose and structure of the

appraisal• Review – Employee’s Review and Manager’s review• Future Requirement – Discussion of what is required for next

assessment period• Action Plan – how to meet these requirements


The Importance of Preparation

• Think about what you want to get out of the appraisal meeting

• Both parties are responsible for a successful appraisal• Preparation means that the appraisal will be valuable and

worthwhile rather than just following the process• Gather evidence of achievements


Preparation• Read the previous appraisal and gather all relevant information. • Be able to give real-life examples that support your views • Ask other people that work closely with you to give their views of your

strengths and weaknesses (with examples).


Listening

• Difference between hearing and listening• Hearing is passive, Listening requires concentration• L-I-S-T-E-N:

Look Interested Inquire with Questions Stay on Target Test your Understanding Evaluate the Message Neutralise your Feelings


Questioning

• Open • Closed • Direct or Probing • Leading• Rhetorical


Receiving Feedback


Understanding Constructive Criticism

• You cannot improve unless you know how you are doing. An essential part of appraisal is to get feedback measured against Objective standards Performance of others doing same job Expectations of manager Values and culture of the organisation

• Better to receive feedback and try to improve than for the problem to turn into a disciplinary measure.

• Be prepared to receive feedback, both good and bad. If you are prepared, it is easier to deal with/ communicate


How To Set Good Objectives

Objectives usually fall into three categories:

• Performance and Quality• Systems and Processes• Personal Development


How To Set Good Objectives• An objective is a statement of achievable results. They should be

challenging but achievable • Discuss & agree together• Identify strengths, weaknesses and development opportunities together• Discuss personal objectives as well as company and managerial objectives • Decide what to measure:

Quality / Quantity / Time• Have success criteria


How To Set Good Objectives

SMART: Specific Measurable Achievable Realistic Timed Deadline


Test SMART ObjectivesIs each objective specific?

• What exactly are you going to do, who with and for whom? • Is it clear who is involved? • Is the intended outcome clear?

Is each objective measurable?

• How will you know the goal or change has occurred? • Can these measurements be obtained?


Test SMART Objectives

Is each objective achievable?

• Can it be done in the proposed timeframe? • Can it be done with the resources available? • Is this even possible?

Is each objective realistic/relevant?

• Can you make an impact on the situation? • Do you have the necessary knowledge, authority and skill?

Is each objective time-based?

• When will this objective be accomplished?


Details of Goal How will it be measured How will you achieve the goal

What resources do you need

Start date Date of completion

Improve my approach to staff appraisals and development, making this a joint process between me and my staff

Staff ratings and completion of their goals at mid year and annual reviews

Having quarterly reviews with all my staff

Time May 2010 April 2011

My Objectives


Test SMART ObjectivesIncrease the number of scholarships available to Business & Law students. Each scholarship awarded will be a minimum £3,000 per scholarship.


Test SMART ObjectivesIncrease the number of scholarships available to Business & Law students by introducing 3 new scholarships for students to apply in 2011. Each scholarship awarded will be a minimum £3,000 per scholarship.


Follow Up

• Stagger deadlines of objectives if possible• Tick objectives off as you complete them • Regularly review forms and hold review meetings

Benefits:• Continuous improvement• Acts as a reminder of staff objectives • Helps with evidence gathering • Helps with preparation for the next appraisal


If you only do 5 things:

1. Make sure both parties prepare in advance2. Set clear objectives3. Actively listen4. Be specific and descriptive5. Make it an ongoing process – discuss performance and development

through out the year