where can I find out what is best practice for conducting staff appraisals?
I need a performance management framework to update our outdated staff appraisal system
6 Answers
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If you type staff appraisal framework into google you will get more entries than you can deal with. There are a number of standard frameworks outlined in PDF's that you can down load.
What you use will depend on what you want to achieve.
The standard appraisal superior or manager appraising a staff member is one approach, a 360 giving a more rounded view can deliver better results if self knowledge and development is a key part of the appraisal goal.
The standard form is: set objective targets with manager along with success criteria; review progress at intervals usually 6 months, or less depending on rate of change within the organisation.
At appraisal manager and staff member right up their accounts against each of the criteria. Exchange these assessments, then meet to discuss and agree appraisal outcome. Now some managers don't like the idea of exchanging pre meeting. I personally have always found it beneficial. My aim is to help the employee improve not beat them up or exert unreasonable pressure. And no one wants to walk into a meeting where there are two diametrically opposing views having not had time to reflect and consider the position and both view points.
Other items to consider are , development and training needs, learning from the previous period, etc etc.
360's take more effort but can be extremely useful in self development and getting to the core of any problem issues. It also provides a more rounded view and helps to ameliorate biasses.
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Two more websites with great information are ACAS and businessballs. You can also find stuff on the businesslink website.
There are some fundamanetal principle that underpin effective appraisals which relate to behaviours. Make sure your system is conducted in the right way.
Contact me again should you wish to discuss this further.
Hope this helps
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South Essex College offer a one-day Saturday workshop on the subject of Appraisals.
Email me for more information.
(I am the Evening and Weekend College Manager) -
The Google appraisal templates are useful but I have often found them to be very "american" in their terminology. I agree businessballs would be a good starter. Companies are moving increasingly away from the annual "review" to an ongoing conversation-based approach which tracks performance throughout the year.Our company has just completed a performance management update for a major operator in the medical services sector , including revising their whole staff appraisal system. Happy to chat about it if you wish.
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I cannot stress highly enough that it is the underlying principles which determine appraisal effectiveness.
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Brian is right about getting the underlying aspects right, not just the forms. You really need to be clear about what will work for you and your staff, matching it to the way they are motivated and incentivised. I am a strong advocate of getting in an expert to do an expert's job. In this instance there are many HR and Occupational Psychology consultants out there who can help you get to the bottom of this - if you have the budget
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