Performance Appraisal and Development

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Performance Appraisal and Development
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Overview

• Role of Appraisal Staff Development following
  Recruitment, Induction, Probation
• Using portfolios
• Objectives and Measuring Performance
• LondonMet PAD form and completing them
• http//www.north.londonmet.ac.uk/hr/internal/websd
  /polprocs/PADformPSDjune04.doc
• http//www.londonmet.ac.uk/services/sas/
• The Appraisal Meeting and follow-up

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PAD as a Tool

• Identify, implement evaluate staff development
• Ensure staff have appropriate skills, knowledge
  qualifications
• Fulfil job responsibilities and develop
  individual potential
• Promote equality of opportunity

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PAD provides

• Time with line manager
• Look at what you do how successful you are
• Identify training and support needs how
  successful it was last year
• Recognition for good work
• Recording any frustration

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Diversity legislation

• Reasonable (anticipatory) adjustments
• Discrimination Disability Act (Part 4)
• Promote equality of opportunity
• Race Relations(Amendment) Act 2000
• Evidence and Audit Trail
• Personal Responsibility

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Portfolios

• Information
• Record of Staff Development
• Quality audit

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Portfolios Contents

• Curriculum Vitae
• Annual Operating Plan - context
• Probation
• Performance Appraisal Development Scheme (PADS)
• Staff Development Policy Forms

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Staff Development Policy

• Range of Staff Development
• Staff Fee Wavers
• Support Finance/Time(Study leave)
• Structure
• Application forms

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Staff Development programme

• Recruitment
• Induction
• Probation
• Appraisal
• Staff Development

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Appraisal

• Review of the past year targets achieved
  training undertaken
• Look back get feedback
• Agree targets and performance indicators for next
  year
• Look forward
• Identify support development needs

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Why have objectives?

• If you are not sure where you are going you are
  liable to end up someplace you dont want to be

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Activities to consider

• Important / Frequent
• Develop / Maintain Quality
• Team objectives?

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SMART

• Specific
• Measurable
• Achievable
• Results-orientated
• Time-Resource limited

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Why SMART objectives?

• Know the work expected
• Know the standards expected
• Success is measurable
• Standard is clear
• No ambiguity / interpretation

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Measure Performance

• Outcome of work is specified
• What you must do
• To what standards
• By what time, with what resources
• Refers to what you do in a work situation, not
  your personality

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Core features

• Open
• Continuous
• Monitored and reviewed
• Provides feedback
• Improves communications and working relationships

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Appraisal Process

• Set meeting date
• Confidential first draft
• Send to appraiser - possible comments
• Meeting - agree objectives / support
• Update to agree record, comment and sign
• Copies for Appraiser / Appraisee / HoD
• Set review date
• Contributes to departmental planning for Staff
  Development

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Prepare

• Last years objectives
• Actual performance - supporting facts
• Factors affecting internal / external
• Draft objectives for next year
• Support and development needed

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First appraisal

• No previous record (Activity sheet)
• Use targets set during probation
• Concentrate on coming year targets and staff
  development
• Briefings on Procedure Interviewing

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What the department does with this

• Sets its annual plans based on
• Feedback from individual appraisal
• Departmental Operational Plans
• University Priorities

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Types of training

• Attend Corporate / IT Programmes
• Targeted group sessions / materials
• Individual skills training / updating seminars
• Individual Courses / Staff Fee Wavers

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Staff Development Unit Activities

• Corporate training
• Induction Policies / Procedures
• Performance Management
• Management Development Qualifications
• IT
• ECDL Standard University Software
• Self Study
• Department focused plans for PSD staff

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Questions
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