"having a GREAT CONVERSATION" (Appraisal)

Performance appraisal & Personal Development Review 

All employees want to have a "great conversation" with their line manager at the end of another year, to make sure that they're on track, delivering a good service and receive feedback on the job they're doing. If things aren't going so well and there are problems to iron out, then this is a great opportunity to draw a line in the sand, reflect on the last 12 months and discuss how the next 12 months is going to get better.

We're all here to deliver a fabulous quality service to our patients, so let's use the appraisal conversation as a way to talk about how we're going to do that together!

GREAT appraisal CONVERSATIONS

What employees want....

Quality appraisals provide staff with:
  • a clear understanding of their role and the part they play in their team and organisation
  • how they are doing
  • when there are performance problems and what to do about them.
  • an agreed set of work objectives and how their role is helping the organisation to achieve its goals
  • a plan for acquiring and applying the knowledge and skills they need to do their job well and achieve their organisation's linked objectives.
  • the standards of performance/behaviour required

key steps for managers

  1. Communicating the appraisal process - start the annual review process by reminding Your appraise about the timetable, the value and role of appraisals and what they should cover, the need to prepare, signposting to the relevant support and guidance for line managers and staff. 
  2. Preparing for the appraisal meeting - once a date for the annual meeting has been agreed, both the line manager and staff need to invest time in preparing for the meeting
  3. Preparation would usually involve looking at information about the job and required skills and knowledge against individual performance, behaviours, development and achievements over the last year, and considering objectives for the following year.
  4. Meeting for the annual appraisal - the opportunity for the line manager and staff member to review performance and development for the previous year, before agreeing objectives and personal development for the next year.
  5. Doing the appraisal follow-up - finalising and agreeing the appraisal forms in line with the organisation's appraisal
    process. Usually a copy of the form will need to be returned to HR for their files.
  6. Meeting for interim/mid-year reviews - reviewing progress on objectives and any agreed training or personal development that has been agreed for the year.
  7. Ensuring on-going discussions - these should cover progress against agreed objectives, individual performance and development as part of regular 1:2:1 discussions.

Appraisal Form

The appraisal form is available on the Trust's intranet under HR Policies