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22nd April 2009
Appraisal e-Learning
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 appraisals To know how to carry out an appraisal and how to develop
objectives that are meaningful Personal development plans How to report the appraisal
The Structure and Annual Cycle of Appraisals
Appraisals should be carried out annually for staff by their line Manager
or their delegated Reviewer. They can be conducted at any time of the
year, allowing managers to spread their appraisals over the year, so
long as none have expired (longer than 12 months).
In conjunction with this, staff should also have 6 weekly supervision as a
minimum (for new starters or staff with more needs this should be more
regular).
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 staff’s 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
4-6
SMART
Ownership from the individual
Appropriate for the job
Cascaded down management lines
The Appraisal Meeting
The appraisal has 2 parts:
PART 1 – Review previous year’s objectives
and develop this year’s objectives
PART 2 – Personal Development Plan
The Appraisal
PART 1
Objectives
Review of last years objectives Were they all met? If not, why? New objectives for the coming year - a two way
process between appraiser and appraisee
The Review
PART 2
The Development Plan
Identify short term development needs and discuss how these will be met
Identify longer term development needs/career progression
Can these be supported through development opportunities? See the ‘Training’ section on iconnect for current opportunities available
The Appraisal Environment
It 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 1-1½ hours isaverage.
The appraisal should take place confidentially in a quiet room with nointerruptions.
How to Record an Appraisal
There 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 Development- Email 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-Service
Managers can log in to ESR Manager Self Service (using the same method as you would to login into your OLM e-Learning
account) and complete Appraisals electronically by selecting
'Reviews and Development‘.
Full instructions are on i-connect via the following steps:
1.iConnect homepage (http://iconnect/)
2.ESR Manager Self Service
3.Log Appraisals (Reviews and Developments)
Paper Copy to Workforce Development
Appraisal forms can be found on i-connect via thefollowing steps:
1. iConnect homepage (http://iconnect/)2. Training3. Appraisals
(FORM TO BE RETURNED TO WORKFORCE DEVELOPMENT TEAMAT STAPLEFORD HOUSE)
Summary
Appraisals can be completed at any time of the year, so long as the person is not out of the 12 month renewal period
Reviews should be supported with regular supervision A review should be a two way discussion, allowing both
parties to talk freely, openly and honestly with each other
The 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 Support
If 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: [email protected] Post: Trust Headquarters, Stapleford House, 103
Stapleford Close, Chelmsford, CM144WD Iconnect: TRAINING; APPRAISALS
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