Performance Appraisal

A process which is used for employees and their line managers to discuss current work performance and how an employee can develop their knowledge, skills and behaviours to continue to improve their performance for the benefit of the organisation. It is also known as a performance review.

There are different stages to a performance appraisal, including:
1. The appraisee should be aware of the performance appraisal process within the organisation. The staff handbook should explain this.
2. Inform the appraisee when the time is scheduled for an appraisal (typically a main annual review, complemented by intermediate one, or more) and make arrangements for this to take place.
3. Provide the appraisee with an appraisal form, typically a few weeks before the date of the appraisal. The line manager would also typically complete a form, and these would be exchanged with each other about one-week prior to the appraisal date.
4. Gather relevant information for the appraisal, which will typically include the previous appraisal summary document, identifying whether objectives were met, how well the employee had performed and contributed to the team, their job description and person specification, notes of feedback and observations from other employees, and any training or qualifications undertaken.
5. Carry out the appraisal, making notes as it proceeds:
a. This will involve reviewing the previous appraisal and progress made since then, measuring performance against the previously agreed objectives. Identifying any issues which may have prevented achievement of any objectives.
b. Provide constructive feedback on the individual's performance in the workplace and encouraging, through positive reinforcement, areas for improvement and further development.
c. It is important that the appraisal is carried out in a positive and open atmosphere, which allows for a good interaction and discussion, as well as an unrestrained exchange of views between the parties.
d. Agree the outcomes of the appraisal, ensuring that a suitable range of objectives have been identified and agreed so as to help in the continued development of the appraisee.
6. Formally write up the appraisal, exchange it with the appraisee for them to agree and sign acceptance.
7. Implement and monitor actions agreed within the appraisal, ready for review at the next appraisal.