Could anyone share with me their methods for monitoring appraisal in their organisation?
We have about 2000 staff and I am just about to introduce a system, backed up by training in appraisal skills and documentation to complete.
I wonder what you do to ensure that best practice gets adhered to, that the approach is uniform and that appraisals get done annually, without completely putting off everybody invovled, in a way that engages managers and doesn't end up as "something that HR does".
Looking forward to hearing from you.
Alison Bayne
2 Responses
Give it back as a responsibility
Hi Alison
Best practice is a nice-to-have but doesn’t ensure that things get done. The managers can be engaged formally through ensuring completion of appraisals is a responsibility through their job descriptions etc (I don’t say that to insult your intelligence but it’s amazing how many job descriptions fail to specifically mention it). Managers, of course, must then be targeted on completion through their own annual reviews.
You can also engage them through your training of the new system and through consultation with them regarding the system.
It often helps to point out why the system is a good thing and what the impact is if it doesn’t work the way it’s supposed to…e.g. how much will it cost the business if targets are not reviewed? are there regulatory issues to consider? I am sure you can build a convincing case to explain to them why it is an important part of their job.
You don’t mention that you have consulted with them already. I would advocate that you get a test group together before you roll it out so you can identify potential issues and make changes if necessary. Then when the time is right you can unveil it in partnership with the management which should do more towards helping you get the buy-in you want. Hope that helps.
Good luck.
Jacquie
Monitoring appraisals
There are various techniques.Last year I helped a client desig a scheme from A to Z. It included a component for monitoring or review
1. Try a 10% sample check reflecting profile of organisational posts or grades at mid point and final assessment. You should be checking process issues,eg meeting deadlines for return of paperwork,support sought from centre etc. You need to check content,quality of evidence and clarity of objectives.
2. You should be able to monitor and equality proof all your returns in terms of % awards or box markings,grades or whatever
3. Shadow every appeal that is made and check out both process and content.Huge learning points
4.The data from 2 may throw up some departmental pockets or units that need attention
5.Convene short sessions,buzz groups or focus groups to gain feedback. Invite so that all pockets and grades represented. Use a 10% sample but draw the invitees from a different 10% than in one above.
6.If your scheme is in uits first year offer in depth surgery or advice clinics for both appraisees and appraisers.Use data to inform your review but of course have dueregard for confidentiality
William