4 Responses

1. Appraisal forms
   I have developed many different review forms for clients, it sounds like you may be reviewing competencies as well as task orientated targets. Please feel free to email me more details and I will see if I have anything suitable.
   You may also need to train the users not only in reviewing skills, but in how to use the form correctly.

2. Try the TrainingZONE library
   Helen, I believe there are a few appraisal forms available within the TrainingZONE Library area
   https://www.trainingzone.co.uk/ppv/

   You may also want to consider subscribing to EvaluationZONE and getting expert guidance on Evaluating Training from Paul Kearns
   https://www.trainingzone.co.uk/zones/evaluationzone/

   hope that helps
   regards

3. Is a form really what you need or is it a full program?
   Hi Helen,
   I’d suggest you consider a full program rather than just a form. I”ve often found that a form is filled out and filed and no one uses it or considers it again. Then the same happens next year during the annual appraisal. With a full performance management system, the form is a work in progress and is used to review the performance plan that was put together by the parties in the first place. Without that initial meeting to come up with a plan that can then be reviewed, it is difficult to monitor progress. Biggest point is that the concept should be to set goals for success and then achieve them – not just fill out a form for the file.

4. APPRAISAL FORM
   Further to the valuable comme nts already given, and with all respect to the question providor, appraisal is more than a good form. Appraisal starts with very clear & agreed understanding of the end results which are expected from a job, with the job holder understanding where the outputs fit into overall org. business objectives (in fact the reason why the organization created the posiiton). Do you have this in place? I provide consulting to many very large and small organizations all over Asia in this area. One strong thrust of my work has been to strongly encourage organisations to install accountability management processes, and to label these processes clealry as management tools (NOT appraisal processes)These management tools are then used to regularly check progress towards business goals. At the same time we are in fact appraising the job holder (as far as business objectives are concerned), but a lot of the ’emotion’ is removed / reduced by the label of ‘management tools’

   Regards
   AW
   Bangkok, Thailand