5 Responses

1. Appraisal scheme
   My employer uses the procedures/documents available from:

   http://staff-development.cant.ac.uk/appraisal/appraisal.htm

   I think it can be accessed via the web. If not, let me know and I will post it to you.

2. Appraisal best practice
   Getting the process – what people do – right seems to be more important than forms. A couple of thoughts: it can be really useful to kick off with a session where the top team explain their objectives and the business reasons behind them. Give people time to see them and identify any gaps or overlaps. Then the objectives of others can really support the business. Secondly, have you identified the key behaviours you need in your organisation? Adding this dimension can bring appraisal to life and stop it being a sterile paper chase. Finally, make sure that it’s the line that takes responsibility for looking at the results. If senior line mgrs. are not bothered why should employees be?

3. Appraisal Schemes
   Linda,
   We have a range of summary papers on the subject, please let us know your address and we will be happy to post them to you.
   Regards,
   John

4. Software solutions
   At HRD yesterday I saw a demonstration of rtix’s ‘onCore’ performance management system. Might be worth visiting – seems a very flexible system. http://www.rtixsoftware.com

5. virtually paperless and focused on performance
   Hello Linda,

   We helped a computing company last summer develop a virtually paperless scheme that the managers and staf now tell us is working really well and people are very enthusiastic about (can’t be bad!).

   Essentially in brief….Really tight role descriptions are developed for all employees at all levels. Line manager develops a Performance Plan that individual reviews quarterly and objectives are reviewed in the Regular Performance review. Give me a call for a chat. Info is maintained on their I system and password access for key people. really works well.

   Regards,

   Geoff
   Tel: 01727 827631