Devising an Appraisal Process
* What standards are you going to use as the basis of the assessments: e.g. job description, competencies, targets/ goals or specific objectives?
* Will you be writing an assessment for the employee to consider before any discussion and/or an opportunity for them to write down their thoughts on their progress?
* Will you be using this as an opportunity solely to look back at last year’s work or will you want to use this to review future work and development options?
* Will there be any direct link to enhanced remuneration as a result or will you try to keep this separate?
The answers will help you decide what sort of format would work best, but it is most important that you have some structure to the process. This is so that you can demonstrate that it is an objective system to avoid any potential claims of discrimination – on the basis of gender, part-time working, age, race, disability, religion etc.
Whether you devise an appraisal process in-house or ask an HR consultant to help you, remember that the review should be part of effective everyday management. Feedback should be given continuously during a year so that employees know when they’re doing well and conversely when they need to make improvements. Leaving issues to the end of a year is unfair and makes them more difficult to rectify.
Posted on 19 Nov 2016