Any performance appraisal process should include the following:
The process starts with a performance appraisal agreement, which
links the individual job responsibilities to the department/workplace
goals. The agreement is generally prepared by you and your manager
together and should include:
- a statement of job responsibilities
- objectives to be achieved during the appraisal cycle
- performance indicators setting out expected level of achievement for each objective
- and expected performance standard for each indicator
Most employers will conduct this after six months. This gives the opportunity:
- to assess standards of performance and deal with any perceived under-performance
- to ensure that the performance appraisal agreement still matches the job priorities and objectives
- and to arrange for any training or development needed.
Annual Review or Performance Assessment
This occurs once a year and is often tied to a salary review. It
should take place in an interview with open, honest, two-way
communication and your full participation as the individual being
Performance is usually rated against a scale of achievement. It’s
important to ensure that you work consistently throughout the year to
meet the objectives set out in your performance appraisal agreement.
Any problems should be addressed as they occur and any training or
development needs should be met where reasonably possible. Preparation
throughout the review period, as well as shortly before the review
itself, will improve your chances of ensuring the best possible outcome.