Staff Appraisal, Training and Development

Staff appraisal, training and development

Policy statement

Hillsvale Community Centre ensures the highest quality of care through its support systems for staff, which allow staff to determine their work performance, provide high job satisfaction and opportunities for advancement, further training and development.

Background

Our clients and their families need quality programs and well-trained and competent staff. All staff desire job satisfaction and the opportunity to identify where they are meeting performance objectives and what areas exist to enhance performance and encourage further training and development.

Management have a responsibility to assist staff to perform to their optimum capacity and to provide opportunities for advancement within the workplace.

Procedures and guidelines

New staff will be introduced to the appraisal system during orientation. Staff appraisals will take place within three months of employment and thereafter at least every 12 months. However, the director may determine intermediate appraisals when needed. A mutually agreed date for the performance appraisal will be set at least two weeks prior to the performance appraisal interview. The appraisal process will include:

appraisal of the employees’ job description and clarification of expectations of their role
self-assessment
two-way feedback
highlight future opportunities within the position
an action plan for further training and/or development
feedback about how the appraisal process could be improved.

The person carrying out the appraisal should be positive and constructive. Every two years the management committee and staff will re-evaluate the appraisal process and determine ways it can be improved. Performance appraisal will be used as a tool for identifying staff training and development. The management committee will ensure provisions for staff training and development are included in the annual budget. The director will be responsible for co-ordinating training for the centre and ensuring that training opportunities are provided on an equitable basis to all staff. Training may be in one of the following formats:

Staff share their expertise in training events held at the centre.
An outside presenter runs a workshop for all staff at the centre.
Staff attend external workshops, conferences and provide feedback to colleagues at staff meetings.
Staff complete short TAFE or university courses.
Staff are granted study leave to pursue further vocational studies.
Staff learn through a change in position with the centre (job rotation).
Staff exchanges are made with other centres.
Relevant resources (eg, books, articles and videos) are accessed.

 OTEN, 2004