Appraisal process
Appraisal is a more formal process involving review of a person's performance over a period of time e.g. six months to a year; re-evaluation of their job description; recognising their strengths; identifying ways of improving their weaknesses; and of identifying how further training needs will be met.
A cardinal principle is that no-one should be surprised by an appraisal because it should not normally refer to items not previously addressed in supervisions.
Appraisal is an activity in which staff and their manager discuss the individual's work and agree:
- what outputs are needed from the job to meet the project's overall objectives
- the standards to be achieved in terms of quality, time and cost
- the knowledge, skills and personal attributes needed by the individual to meet those standards
- the action to be taken, and by whom, to equip the individual to do the job effectively
- when and how the progress will be measured and reviewed
- how the individual can develop in the organisation through his or her job.
Supervision is the regular disciplined monthly contact between managers and their staff in which to check progress and to prioritise individual tasks; to provide and seek guidance and support; and to tackle ad hoc issues that the pressure of daily activity tends to exclude.
Appraisal is the framework within which supervision is conducted. It allows:
- job and individual development objectives and plans, with intermediate milestones, to be agreed for ongoing review through supervision
- an annual/bi-annual/quarterly stocktake of progress and the agreement of new objectives in the light of the recent experience and the demands of the job.
The immediate line manager.
- The manager and the individual meet to agree the main duties and objectives of the job and the action needed for the individual's development.
- Meet monthly for noted supervision meetings.
- Use some of the supervision meeting e.g. not less than every four months to review progress with objectives on the appraisal form, note completed items and amend objectives and targets as appropriate; at the year end the manager and the individual agree what the main parts were of the job, review progress towards objectives, assess and agree overall performance and agree new work and personal development objectives in the light of the project's plans and the events of the previous 12 months.
- See also competency based recruitment
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Created by
craig.weeks
Last modified
2008-07-02 10:45 AM