staff appraisal training

Appraisal Skills for Staff : 

Appraisal Skills for Staff

What is an Appraisal? : 

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? : 

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 : 

Links to Performance and Pay Performance and Promotion Performance and Training

Benefits of Appraisals for You the Employees : 

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? : 

What Makes for a Good Appraisal Discussion? Preparation Effective communication Listening Questioning Understanding constructive criticism Clear objectives Follow up

A Typical Appraisal Discussion : 

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 : 

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 : 

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 : 

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 : 

Questioning Open Closed Direct or Probing Leading Rhetorical

Receiving Feedback : 

Receiving Feedback

Understanding Constructive Criticism : 

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 : 

How To Set Good Objectives Objectives usually fall into three categories: Performance and Quality Systems and Processes Personal Development

How To Set Good Objectives : 

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 : 

How To Set Good Objectives SMART: Specific Measurable Achievable Realistic Timed Deadline

Test SMART Objectives : 

Test SMART Objectives Is 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 : 

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?

Slide 19: 

My Objectives

Test SMART Objectives : 

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

Test SMART Objectives : 

Test SMART Objectives Increase 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 : 

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: : 

If you only do 5 things: Make sure both parties prepare in advance Set clear objectives Actively listen Be specific and descriptive Make it an ongoing process – discuss performance and development through out the year