Tips for staff – ensuring effective appraisal and development reviews
This page summarises the information for staff on successfully implementing appraisals in Appraisals and KSF made simple – a practical guide. You can download and save this document, and tailor it to meet your local needs.
For staff, the key to an effective appraisal is to ensure that they see benefits from the review. It should recognise their achievements and development; and ensure their work feeds into the organisation’s overall goals, so they have a valued part to play.
Having an organisation-wide approach to appraisals, gives staff (and line managers) an overall framework, while still allowing some flexibility to ensure that everyone’s needs at all levels are met. Providing clear and easy-to-use information for staff is key to this, including details on the organisation’s appraisal process and training for staff.
Tips for staff from trusts who have successfully implemented an appraisal system include:
· Be aware of organisational goals – familiarise yourself with the organisation’s vision, values and goals. This will help your appraisal discussions with your manager about your objectives and development, to contribute to your trust’s overall objectives.
· Understand the appraisal process - ensure that you know what your organisation’s appraisal and personal development process is and, to help performance and development reviews, what your job role is.
· Take time to prepare – put some time aside to prepare for your appraisal to think about your performance and development needs. Preparation should include completing the parts of the appraisal form that you can, before your appraisal meeting.
· Get actively involved - take an active part in reviewing your own performance. You know more about your performance than anyone else, including your manager. The more you put into the appraisal, the more you will get out of it. Provide examples to illustrate what you have achieved and expect to do a lot of the talking.
· Be honest about development needs – you need to identify the areas that you need to progress or develop, so you can identify and agree your development plan.
· Record your progress - try to keep a record of how you are doing on your objectives and personal development, as the year progresses. This could include notes, emails and comments or outcomes that demonstrate your performance and development level, and your development needs.
· Update on progress – ensure you keep your line manager/appraiser updated on progress or any problems or changes that might affect your performance or development, throughout the year. Take the initiative and start the discussions – your line manager/appraiser will welcome your views.
· Review if role changes - if your role or personal circumstances change significantly during the year, ensure you meet your manager and review your objectives and development needs.
· Keep your objectives and development plan to hand – they are meant to help you reflect and focus on your activities throughout the year and ensure that any agreed development actions are carried out. You may need to remind your managers about these.
· Check mandatory training needs - it is essential that you keep yourself up-to-date with the requirements for your mandatory training, including any subsequent updates.