Performance Appraisal Process & Training

Posted by Rachel Weaven on January 27, 2014 at 10:58am in Performance Management

We are in the process of putting together a new Performance appraisal system and I have a couple of questions/favours!

1. Would any of you be willing to share your process and forms for the systems you have in place with me?

2. Did you send your Managers on any training, if so any good courses you would recommend?

Thanks

Rachel

You need to be a member of DPG Community to add comments!

Join DPG Community

performance appraisals, performance management, manager training

Email me when people reply –

Replies

Steve Davis January 31, 2014 at 11:35am

Interested to hear of any appraisal training for managers if anyone has had any success with external trainers?

Steve
Steve Davis January 27, 2014 at 12:20pm

Hi Rachel,

Fantastic timing! I took on my role last year and had to live with the current appraisal system as it was too late in the day to attempt to change it. I didn't want to rush in and then find I had to amend it again later.

I will email a copy of what we have in place - some bits of it are really useful.

The main area where ours falls down is the lack of options for reviewing. I would expect managers to plan that anyway, but of course it doesn't happen that way - and staff suffer by not having reviews as the year progresses. It will, I hope, be a simple process to include in the main appraisal, although I'm yet to get stuck into making the changes.

Your post gives me the kick I needed to get going on this. Our appraisal year runs May to May and it won't be long before the bats and snakes are out of hibernation to tell me that Spring is just around the corner. That probably means it will snow next week of course! ;-)

Steve
- Alison Simmons > Steve Davis February 14, 2014 at 11:53pm
  
  I have just watched a very interesting webinar on performance management. It was by a company that markets a technological tool to aid delivery, but outlined key employee engagement principles required and also a top tip - one of the obstacles to good performance management can sometimes be the inability of a manager to approach employees, so by providing them with a beneficial tool ie coaching, it makes this much easier.
  
  I don't know the protocol for referencing resources such as a company's webinars, which are presumably aiming to attract interest in their products?
  
  We are just about to start using a new performance management system, but i haven't seen it yet. I'll let you know if it is anything different to the systems mentioned above. I think the HR department are considering offering " lunch and learn" sessions but as yet I haven't seen any advertised. I'll keep you informed :)
  - Rachel Weaven > Alison Simmons February 17, 2014 at 9:08am
    
    That would be great if you could Alison, thanks! What was the name of this technological tool, might be worth researching into?
    
    Thanks
    
    Rachel
Jillian Tansey January 27, 2014 at 11:51am

Hi Rachel

1. I wasn't leading on this but i can try to dig out the forms we use.

We introduced a new performance appraisal system last year. Our new system has four formal meetings throughout the year. The first one is an Objective Setting & Development Plan meeting in April/May followed by 2 review meetings in Jul/Aug & Oct/Nov. Then a final end of year meeting around March looks at progress over the whole year.

The objective setting follows the OPERA Model & the Development Plan reflects any training needs the individual may require to achieve the objectives.

The reviews are a chance to discuss progress, score performance & amend or add any objectives or learning needs.

If you need more detail i can inbox you it.

2. We delivered some in-house training we had devised ourselves to the managers, they were in the format of interactive workshops. We also provided supporting documentation around what OPERA was, examples of objectives, different training options etc.

Hope this helps.

Jil