Loraine Kennedy - Appraisals
Loraine Kennedy - Consultancy, Training, Coaching
Well we all know that appraisals are not really the most popular thing, but if done in the right way, they can be useful and lead to great performance.
To get it right you require: rationale and purpose (what is the point of the appraisal system), clear criteria for assessment, PM processes, documentation (know where it is and how to use it), communication, feedback, evidence (not just opinion vs opinion) and training (for the staff).
To get it right you require: rationale and purpose (what is the point of the appraisal system), clear criteria for assessment, PM processes, documentation (know where it is and how to use it), communication, feedback, evidence (not just opinion vs opinion) and training (for the staff).
What you are seeking is: clarity, consistency, transparency (what you are assessing must be clear), simplification (because it is time consuming), objectivity (strive to be as objective as possible), accuracy (not just opinion), a constructive approach, growth and development and win-win opportunities.
What we must have in mind is to "begin with the end in mind" so
1. start with PLANNING - set organisational objectives and tasks as well as individual objectives and tasks
2. do THE WORK IN PROGRESS
3. do THE PRE-APPRAISALS PREPARATION
4. APPRAISAL TIME
1. start with PLANNING - set organisational objectives and tasks as well as individual objectives and tasks
2. do THE WORK IN PROGRESS
3. do THE PRE-APPRAISALS PREPARATION
4. APPRAISAL TIME
Planning time - make clear what are the measurements, requirements and ask "What will it look like in 6 months?"; "How will you demonstrate the performance?"; "What support do you need?";"How often will we meet to see how it is going on?" etc.
Work in progress - give feedback, check progress regularly, rewiev the paperwork together, communicate and provide support.
Pre-preparation - set the date well in advance, plan carefully for the meeting, gather various stakeholder feedback (from students, peer teachers etc.) encourage written self-evaluation in advance, collect it and read it! Do not judge people´s personalities but performance - give evidence and make measurable indicators for behaviour and competencies.
The meeting - meet in a comfortable, conducive place, be systematic (mention everything that is going to be in the written report), use the collected self-evaluation information, state when the appraisal will be ready and deliver it in time!
Work in progress - give feedback, check progress regularly, rewiev the paperwork together, communicate and provide support.
Pre-preparation - set the date well in advance, plan carefully for the meeting, gather various stakeholder feedback (from students, peer teachers etc.) encourage written self-evaluation in advance, collect it and read it! Do not judge people´s personalities but performance - give evidence and make measurable indicators for behaviour and competencies.
The meeting - meet in a comfortable, conducive place, be systematic (mention everything that is going to be in the written report), use the collected self-evaluation information, state when the appraisal will be ready and deliver it in time!
Writing the appraisal reports - write down notes as soon as the meeting is over, do not rush the writing stage, always put yourself in the other people´s shoes and don´t make things sound worse in writing, so, check for accuracy, tone and completeness. Assess only what is assessible within the system and send it when you are sure it is right!
Remember to be fair, balanced, clear, positive (or neutral) and always evidence-based!
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