Appraisal - a formal assessment of an employee's performance

What will make an appraisal ineffective:

• A lack of commitment by senior staff
• An inconsistent approach by managers
• Inadequate time allowed for the appraisal process
• A failure to respond to employee concerns and aspirations
• Unrealistic targets being set

What will make an appraisal effective:

• Senior managers ensure that all managers are committed to the process
• Consultation with employees
• Ensuring that employees understand the system
• Ensuring managers are trained to perform good appraisals
• A willingness to modify the process if need be
• Allowing employees to comment of the outcome of their appraisal

‘SMART’ Targeting setting - the framework that should be used to set targets for employees. Targets should be Specific, Measurable, Agreed, Realistic and Time-limited.

Methods of Appraisal:

Self-assessment - this is when the employee is given questions they need to answer about how they think they have performed at their job.

360 degree appraisal - this is when an employee receives feedback from several people they work with, above and below them in the hierarchy.

Peer assessment - this is when an employee receives feedback from the colleagues in the team that they are working in