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How do you do staff appraisals?

18 replies

Katymac · 15/10/2007 22:07

Do you dive in with everything that's expected or do you start smaller?

Haven't really done them before so I need to be careful

I know to sgree them with the staff & I know they have to be given a time scale - but what else do I need to think about

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familymatter · 15/10/2007 22:11

Remember the praise sandwich

praise - constructive critisism - praise.


Yes, give a realistic time scale for objectives.

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SaintJude · 15/10/2007 22:12

Its basically - recent performance or performance since the last appraisal. Their view on it (you get to agree or not).

What they felt they did best/what they felt they didnt do so well at.

What their goals are for the future/how they can improve on their current performance.

Discuss further training/advancement.

It should be a positive thing.

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Katymac · 15/10/2007 22:13

What you do well
What you do crap
But you do that other thing very well

Do I dive in with everything at once or phase it in gradually?

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familymatter · 15/10/2007 22:16

lol, sort of, example of constructive critisism.........


this part of your job you do to a high standard, however (never but) the time you take to do it could be improved on, ask them if they have any ideas how to speed up, how you could help, etc, decide on plan of action.

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Katymac · 15/10/2007 22:18

There are 2 of them - neither do this part of their job at all

They know it is their responsibility

They know I get frustrated

They have the time to do it

Grr

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familymatter · 15/10/2007 22:19

Then set it as an objective, offer an incentive for improvement if possible.

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Rowlers · 15/10/2007 22:21

You should look at it over the course of a period of time.

  1. Meet and discuss performance. It helps to split into areas of the job you can discuss. Member of staff should have opportunities to tell you what they think they have done well, to highlight areas for development (don't refer to them as weaknesses IMO) and to discuss further training needs.
  2. Draw up paper work where what's discussed and agreed is down on paper - both parties should agree.
  3. Plan review meeting(s) say halfway through the timescale set - this gives opps to alter anything.
  4. Back to number one.
    I would also ensure any targets are SMART - achievable but challenging, timelined and with agreed success criteria (how will you both know it's been achieved?)
    All this just based on performance management at my school which does work very well. Not sure how appropriate for you - is it a nursery you run? Have I remembered that correctly?
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Katymac · 15/10/2007 22:22

Like "I won't sack you" or something a bit nicer?

I guess I have to be nicer - I don't feel like it today

I could employ 17 yos and pay much less an hour and still have the same amount of work as I do now

The whole point of employing them is that as mature women they know and understand the importance of their job and that they can do it independantly

Can you tell I'm pissed off?

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Katymac · 15/10/2007 22:24

Challenging - these targets are not challenging they just need doing

It is childminding (with a twist) rather than a nursery - good memory tho'

I am guessing a week is too short, what about a fortnight with a review after a week?

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familymatter · 15/10/2007 22:26

some info here


Yes, I can tell you're pissed off, glad I am a sahm now, and gave up a HOD job.

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Rowlers · 15/10/2007 22:33

Have worked as head of faculty in a school for around 7 years so done plenty in my time but obviously they weren't my employees.
Do the things you want them to do appear on a job description of any sort? Are they likely to just agree and do as you ask or get the hump and leave?
If it's basic stuff they are not doing, is "appraisal" the best way to tackle it or might you just be better meeting and just giving them instructions of what you expect?
If you go down the "appraisal" route, I think it has to be more of a two way thing where they get the opportunity to choose how they develop their skills.

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Katymac · 15/10/2007 22:38

I don't know Rowlers

I guess by doing an appraisal I have a clear structure

Ie I give them a fortnight to do it
they do - all is fine
they don't - I formally point out that this is part of their job (in writing?) then give them another fortnight
They do it - all is fine
They don't - they get a second formal warning

Last chance

If I just bring them in & ask them to do it & they don't I have to start again

Or am I on totally the wrong track

I am fed up with being ignore - I accept some(most) of the problem has to be mine as the manager - but I do need to fix it

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funnypeculiar · 15/10/2007 22:44

katymac - depending on what it is you want them to do, for that bit specifically, I would:

  • tell them clearly why what they're doing now isn't working for you
  • explain how you need it to work & why
  • ask them what they think stops them doing it
  • ask them what they think would help it happen

    Then have a few ideas yourself of what might make it happen - these might be more time consuming for you in the short term (eg they have to let you know everyday after they've done it/you will chase every eve if you haven't heard from them) but should be about giving them responsibility in the longer term. Difficult to know a good timescale without knowing what it is, but personally, I'd leave more than one week (people can easily be 'good' for just a week... )
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Katymac · 15/10/2007 22:48

I guess so

I just don't understand it - it's not difficult stuff

It just needs doing - they have got into a rut just doing the bits they like - I have been off site and not noticed

I am going to be offsite lots more in the next few months & I need them to self regulate - if they do they get a payrise if they don't I can't cope so I will have to bring someone-else in

I like them (well actually love them really) but I need the work done

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Rowlers · 15/10/2007 22:49

I agree you should set a timescale and review whether it's been done or not, just not sure I'd label it "appraisal" unless you want to go the whole hog.
In your shoes, I would probably do this:

  1. Let them I know I wanted to meet and state a time / day so thay have some warning but not too much!
  2. Make it clear what I wanted to be done and how you will be assessing this.
  3. Ask if there are any obstacles in their way which you, as employer, can help remove (saves them coming up with crap excuses later)
  4. Agree to meet again, in, as you say, a couple of weeks to see how things have improved.

    Does that sound right?
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Katymac · 15/10/2007 22:56

Yep - I think so

I guess I am paying now for not being professional before

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flowerybeanbag · 16/10/2007 10:01

APOLOGIES FOR HUGE LONG POST KATYMAC PRINT OFF AND READ!

Katymac I am cutting and pasting below a factsheet on performance appraisal which might have some useful stuff

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What is performance appraisal?

Performance appraisal is an important part of performance management. In itself it is not performance management, but it is one of the range of tools that can be used to manage performance. Because it is most usually carried out by line managers rather than HR professionals, it is important that they understand this and how performance appraisal contributes to performance management.

The performance appraisal or review is essentially an opportunity for the individual and those concerned with their performance ? most usually their line manager - to get together to engage in a dialogue about the individual?s performance, development and the support required from the manager. It should not be a top down process or an opportunity for one person to ask questions and the other to reply. It should be a free flowing conversation in which a range of views are exchanged.

Performance appraisals usually review past behaviour and so provide an opportunity to reflect on past performance. But to be successful they should also be used as a basis for making development and improvement plans and reaching agreement about what should be done in the future.

Performance management is strategic in that it is about broader issues and long term goals and integrated in that it links various aspects of the business, people management, individuals and teams.

Performance appraisal on the other hand is operational, short to medium term and concerned only with the individual and their performance and development. It is one of the tools of performance management and that data produced can feed into other elements of performance management but in itself can never be performance management.

How to conduct a performance appraisal


The five key elements of the performance appraisal are:

Measurement ? assessing performance against agreed targets and objectives.
Feedback ? providing information to the individual on their performance and progress.
Positive reinforcement ? emphasising what has been done well and making only constructive criticism about what might be improved.
Exchange of views ? a frank exchange of views about what has happened, how appraisees can improve their performance, the support they need from their managers to achieve this and their aspirations for their future career.
Agreement ? jointly coming to an understanding by all parties about what needs to be done to improve performance generally and overcome any issues raised in the course of the discussion.
There is no one right way to conduct an appraisal. Some companies develop an appraisal form with space for appraisers to rate appraisees on aspects of their work such as their contribution to the team, role development, effectiveness, etc. The approach will depend on the nature of the business and the people involved. However as a minimum it is helpful to have a form to collect consistent information on the appraisal. This may be in the form of a free dialogue from appraisers with the opportunity for appraisees to reply and comment.

As a general rule it is helpful to have some information on the following:

Objectives - whether they were achieved and if not the reasons why.
Competence ? whether individuals are performance below, within or above the requirements of the role.
Training ? what training the individual has received in the review period and what training or development they would like to receive in the future.
Actions ? a note of any actions that need to be carried out by the individual or the appraiser.
There is a view that the content of appraisal discussions should be confidential to the individual and the appraiser. But increasing pressure to provide information to assess the contribution of people to organisational value makes it desirable that performance data be recorded and stored in such a way that it can be used to feel into indicators of human capital value.

Increasingly organisations are putting more emphasis on the kind of behaviour they want their employees to exhibit. Behaviour, particularly management behaviour, has been identified as a significant source of value. They are therefore not solely concerned with the achievement of objectives but how these were achieved. Some organisations are identifying a set of positive management behaviours for example and then rating against them. Others are identifying the behaviours associated with excellent service and rating against these in the appraisal process. Again the design of the process will depend on what is important to the particular business and the achievement of their business objectives and will therefore be influenced by the wider performance management process. It is important that people don?t achieve their objectives at the expense of their colleague?s morale.

Preparing for the meeting

Both parties should prepare for the meeting beforehand if a successful outcome is to be delivered. The person conducting the meeting or the appraiser should:

Consider how well the individual has performed since the last meeting.
Consider to what extent any agreed development plans from the last meeting have been implemented.
Think about the feedback to be given at the meeting and the evidence that will be used to support it.
Review the factors that have affected performance both those within and outside the individual?s control.
Consider the points for discussion on the possible actions that can be taken by both parties to develop or improve performance.
Consider possible directions the individual?s career might take.
Consider possible objectives for the next review period.
The individual or appraisee should consider the following points:

What they have achieved during the review period, with examples and evidence.
Any examples of objectives not achieved with explanations.
What they most enjoy about the job and how they might want to develop the role.
Any aspect of the work in which improvement is required and how this might be achieved.
Their learning and development needs with arguments to support their case for specific training.
What level of support and guidance they require from their manager.
Their aspirations for the future both in the current role and in possible future roles.
Objectives for the next review period.
Self-assessment

In some instances it may be helpful to guide appraisees through a self-assessment process encouraging them to assess and analyse their own performance as a basis for discussion and action. This can improve the quality of the appraisal discussion because individuals feel actively involved in the process and is encourages them to work through the points above beforehand. This can be particularly useful with more junior staff or those not used to appraisals.

However, self assessment can only work if individuals have clear targets and standards against which to assess themselves. It can also only be effective in a climate of trust where individuals believe their appraisers will not take advantage of an open self-assessment.

What a good appraisal looks like

A good and constructive appraisal meeting is one in which:

appraisees do most of the talking
appraisers listen actively to what they say
there is scope for reflection and analysis
performance is analysed not personality
the whole period is reviewed and not just recent or isolated events
achievement is recognised and reinforced
ends positively with agreed action plans.
A bad appraisal meeting:

focuses on a catalogue of failures and omissions
is controlled by the appraiser
ends with disagreement between appraiser and appraisee.
Appraisal skills

All managers expected to carry out performance appraisal should have some training. Ideally this should not just be on the skills of performance appraisal ? the ?how? to do it, but also on the reasons for performance appraisal the ?why? we do it. Managers should understand how it fits into the wider strategic process of performance management and how the information and data generated contributes to understanding of the capacity of the human capital of the organisation to contribution to business strategy and value.

A basic requirement is that appraisers have the skills to carry out an effective appraisal as described above. This means they ask the right questions, listen actively and provide feedback.

Asking the right questions

The two main issues are to ensure that appraisers ask open and probing questions.

Open questions are general rather than specific; they enable people to decide how they should be answered and encourage them to talk freely. Examples include:

How do you feel things have been going?
How do you see the job developing?
How do you feel about that?
Tell me, why do you think that happened?
Probing questions dig deeper for more specific information on what happened or shy. They can should support for the individual?s answer and encourage them to provide more information about their feelings and attitudes and they can also be used to reflect back to the individual and check information. Examples would be:

That?s very interesting. Tell me more about ?.?
To what extent do you think that ??
Have I got the right impression? Do you mean that ?.?
Listening


Good listeners:

Concentrate on the speakers and are aware of behaviour, body language and nuances that supplement what is being said.
Respond quickly when necessary but don?t interrupt.
Ask relevant questions to clarify meaning.
Comment on points to demonstrate understanding but keep them short and do not inhibit the flow of the speaker.
Giving feedback


Feedback should be based on facts not subjective opinion and should always be backed up with evidence and examples. The aim of feedback should be to promote the understanding of the individual so that they are aware of the impact of their actions and behaviour. It may require corrective action where the feedback indicates that something has gone wrong. However, wherever possible feedback should be used positively to reinforce the good and identify opportunities for further positive action. Giving feedback is a skill and those with no training should be discouraged from giving feedback.

Feedback will work best when the following conditions are met:

Feedback is built in with individuals being given access to readily available information on their performance and progress.
Feedback is related to actual events, observed behaviours or actions.
Feedback describes events without judging them.
Feedback is accompanies by questions soliciting the individual?s opinion why certain things happened.
People are encouraged to come to their own conclusions about what happened and why.
There is understanding about what things went wrong and an emphasis on putting them right rather than censuring past behaviour.

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I think there is some good stuff there however from having a read of your posts, it sounds like an appraisal isn't quite what's needed at the moment - it sounds like you have some short-term performance problems which need sorting, then some objectives could be set with a view to a more formal appraisal later down the line?

Below I have also cut and pasted some guidance on performance management, i.e. dealing with a more short-term performance problem like you are describing, this should help as well.


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Notes about performance management

An initial meeting should be held between individual and line manager where areas of performance which are not up to scratch are clearly identified to the individual, including examples of where they have gone wrong or are failing to meet reasonable objectives or targets.

The individual should be clear about what improved performance will look like and clear, specific, measurable and reasonable objectives set with reasonable and clear (but tight not too long or vague) timescales for these.

It should be made clear to the individual that the goal is to improve their performance to an acceptable standard, including finding out reasons for non-performance where there are any, and providing support where necessary. The individual should be asked what support or training or assistance they need to achieve the improvement needed and given an opportunity to request help where they need it.

The manager should also ask the individual if there is anything they (the manager) are not aware of which may be affecting the individuals performance (i.e. personal/health issues, etc)

Regular meetings should be set (and held) to monitor progress during this period, update or review objectives where necessary, or set new ones for the following week/two weeks etc where appropriate (objectives can be that short a timescale depending on where the individual is going wrong).

All meetings should be minuted by the manager and agreed by the individual so that it can been seen they have agreed any action plan.

Towards the end of the set period for performance management, if performance is not improving to the standard required, the individual should be made aware that the consequence of failing to improve to the required level may be use of the disciplinary procedure.

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Katymac · 16/10/2007 11:15

Oh WOW

I think I am getting there

I have separated the target from the appraisal - tho' achieving them will be part of the appraisal

I think that will work

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