As we speak to many of our clients, there is very often a discussion around their current performance appraisl form and whether it if 'fit for purpose'.
They will sometimes be unsure of the form because they feel it doesn't capture the information they need it to and ask if we have examples of other forms to show them.
However, it is very rare that we have to provide alternative examples, because instinctively they do know what their form should contain; they just need to remind themselves of the purpose of the appraisal.
These are 4 things a performance appraisal process or form should achieve; it may be that career aspirations, competency assessment (as with 360 degree appraisal) and an overall performance grade are also added as the form evolves.
Notwithstanding all of this, it should be remembered that the appraisal form is a means to an end, so the most important thing a performance appraisal should do is stimulate a meaningful conversation between an individual and their line manager.
John
They will sometimes be unsure of the form because they feel it doesn't capture the information they need it to and ask if we have examples of other forms to show them.
However, it is very rare that we have to provide alternative examples, because instinctively they do know what their form should contain; they just need to remind themselves of the purpose of the appraisal.
- It should review the current year objectives, because we need to 'appraise' performance against these objectives...did they complete the objective and to what degree?
- It should reflect on whether they were any obstacles that may have contributed to a failure to meet objectives; systems, processes, organisational factors, etc
- It should set the forthcoming year objectives, to provide clear direction going forward. These should be set against the usual criteria of being SMART where appropriate.
- It should capture the agree training & development needs for the individual; this might be structured training programmes, coaching or on-the-job mentoring.
These are 4 things a performance appraisal process or form should achieve; it may be that career aspirations, competency assessment (as with 360 degree appraisal) and an overall performance grade are also added as the form evolves.
Notwithstanding all of this, it should be remembered that the appraisal form is a means to an end, so the most important thing a performance appraisal should do is stimulate a meaningful conversation between an individual and their line manager.
John
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