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22nd April 2009
Introduction and Course Objective
Objective: By the end of this course you will be able to demonstrate an understanding of the appraisal process
Walkthrough of the Course: The structure and annual cycle of appraisalsTo know how to carry out an appraisal and how to develop objectives that are meaningfulPersonal development plansHow to report the appraisal
The Structure and Annual Cycle of Appraisals
Appraisals should be carried out annually for staff by their line Manageror their delegated Reviewer. They can be conducted at any time of theyear, allowing managers to spread their appraisals over the year, solong as none have expired (longer than 12 months).
In conjunction with this, staff should also have 6 weekly supervision as aminimum (for new starters or staff with more needs this should be moreregular).
The Structure and Annual Cycle of Appraisals
The appraisal should be cascaded down the management lines, so your manager should have their appraisal before you have yours. This way Trust objectives are translated down through to teams and then to individuals.
However, if it is clear that waiting for a managers appraisal will delay other staffs appraisals, then these should be completed anyway.
The Conversation The conversation at the start of the appraisal should discuss the previous year. How did it go? What has been achieved? Were there any difficulties etc? Then review last years appraisal (if there was one) and discuss whether all or some of the objectives have been met. If an objective has not been met it can be carried over into this years objectives if it is still relevant.
Usually 4-6 objectives should be set and these should be SMART objectives.
SMART Work Objectives are:
Specific - clear & well defined
Measurable know when it has been achieved
Achievable is there a realistic path to achievement
Realistic within the availability of resources, knowledge & time
Timely enough time? Not too much though, as this can negatively affect performance
Effective Objective Setting
4-6SMARTOwnership from the individualAppropriate for the jobCascaded down management lines
The Appraisal MeetingThe appraisal has 2 parts:
PART 1 Review previous years objectives and develop this years objectives
PART 2 Personal Development Plan
The AppraisalPART 1 Objectives
Review of last years objectivesWere they all met? If not, why?New objectives for the coming year - a two way process between appraiser and appraisee
The ReviewPART 2The Development Plan
Identify short term development needs and discuss how these will be metIdentify longer term development needs/career progressionCan these be supported through development opportunities? See the Training section on iconnect for current opportunities available
The Appraisal EnvironmentIt is very important to create an environment where the appraiser andappraisee feel able to talk openly and confidentially to each other.
Hopefully with regular supervision from the previous year both partieswill feel comfortable to talk freely and honestly to each other to makethe review a worth while experience. There should be no surprises at anappraisal issues should have been discussed on the job and atsupervision sessions.
The length of an appraisal varies but generally 1-1 hours isaverage.
The appraisal should take place confidentially in a quiet room with nointerruptions.
How to Record an AppraisalThere are 3 ways that you can record an appraisal:
ESR Manager Self-Service (direct onto the individuals electronic staff record)Paper Copy signed and posted to Workforce DevelopmentEmail sent to Workforce Development with full name of employee/s and the date of their appraisal/s
The preferred way to record is via ESR Manager Self Service,as this allows the individuals full appraisal (includingobjectives and the PDP) to be recorded on their staff record. It will stop you ever losing paperwork, as it will always bethere and easily accessible.
ESR Manager Self-ServiceManagers can log in to ESR Manager Self Service (using the same method as you would to login into your OLM e-Learningaccount) and complete Appraisals electronically by selecting 'Reviews and Development.
Full instructions are on i-connect via the following steps:
iConnect homepage (http://iconnect/)ESR Manager Self ServiceLog Appraisals (Reviews and Developments)
Paper Copy to Workforce DevelopmentAppraisal forms can be found on i-connect via thefollowing steps:
iConnect homepage (http://iconnect/)TrainingAppraisals
(FORM TO BE RETURNED TO WORKFORCE DEVELOPMENT TEAMAT STAPLEFORD HOUSE)
SummaryAppraisals can be completed at any time of the year, so long as the person is not out of the 12 month renewal periodReviews should be supported with regular supervisionA review should be a two way discussion, allowing both parties to talk freely, openly and honestly with each otherThe appraisal must be recorded on the individuals Electronic Staff Record account either by ESR Manager Self Service, via post to Workforce Development, or email to Workforce Development
Further SupportIf you need any further information or support with the appraisal process or procedures, please contact the Workforce Development Team:Phone: 3134 6424 / 01245 546424 or Email: firstname.lastname@example.orgPost: Trust Headquarters, Stapleford House, 103 Stapleford Close, Chelmsford, CM144WDIconnect: TRAINING; APPRAISALS
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