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Staff Performance Appraisal
Policy
Hayfield’s
policy is that each member of staff will be appraised on an annual basis, and
that an exchange of views will take place between job holders and their line
manager.
The summary
of this interview is intended to be a fair representation of the dialogue and is
to be referred to as a working document throughout the forthcoming year at
supervision sessions, particularly the Joint Action Plan targets and performance
page.
The benefits
of the appraisal in terms of improved communication and enhanced performance,
both for the individual and for Hayfield, will only be achieved by the
continuous commitment of all those involved in the process.
Hayfield’s
appraisal has been designed to meet the following specific objectives...
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To assist
staff in performing their job to the best of their ability, maximising their
job satisfaction and, naturally, their contribution to Hayfield’s
objectives.
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To
identify individual work performance areas for development.
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To
identify individual training needs.
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To
highlight the potential that each individual has to develop within his or
her current position or into another position.
Procedure
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Appraisal interviews
will take place on an annual basis.
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Appraisal interviews
should be carried out by the job holder’s line manager on a one-to-one
basis.
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New employees will be
appraised in their sixth month of employment and thereafter on an annual
basis.
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For employees with
less than six months’ employment, the appraisal forms will be completed near
the end of their probationary period.
The pack for each individual will contain...
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The 2
page appraisal policy document.
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The 2
page self-appraisal form and 1 page self-appraisal tick sheet for
completion prior to the staff appraisal date.
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Page
2 (section 1 and 2) of the self-appraisal form will be used to complete
the Joint target and performance action plan along with page 2 (section
1 and 2) of the line manager’s appraisal form.
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Prior to the appraisal
interview, line managers should inform staff of their appraisal due date and
distribute the self-appraisal documents in advance for completion. Staff
should bring their completed self-appraisal document and tick sheet to the
meeting as well as any other issues and topics they wish to discuss.
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The appraisal
interviews should start from Managers downwards in order that communication
of corporate objectives can be made more effectively.
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All appraisal
interviews should take place in private and should have no interruptions.
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Joint Appraisal forms
will be completed by the appraiser and will incorporate the appraisee’s
input at page 2 (section 1 and 2) as well as any other targets discussed.
This will be done before the interview session ends and both will sign the
completed staff appraisal form.
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Three copies of the
final appraisal form should be made by the line manager and distributed to
the following within a week of the interview session...
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The
completed appraisal form and particularly the Joint Action Plan must be
viewed as working documents and, as such, be continually referred to and
reviewed throughout the year, primarily at supervision sessions, to ensure
targets set are on course.
August 2007
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