6 Responses

1. outline the purpose
   Hi Catherine

   I don’t have any specific material for you, but I think I would start by outlining for staff the purpose of appraisal (the what’s in it for them bit!), the benefits of being appraised to them, the team and the organisation, what their role will be (preparation they need to do, thinking about what further training might they need, what problems have they encountered over the year, what their successes have been etc etc), how the process in your organisation works, stressing that the appraisal discussion will be a two way conversation (with them doing most of the talking!), whether the system is linked to pay and, if your organisation has a standard form, copies of that too.

   Hope this is helpful, although I’m sure it’s stuff you’d thought of already.

   Email me if you want to discuss things any further.

   All the best

   Jenny

2. Web Sites
   APPRAISAL SYSTEMS

   http://www.bcsolutionsmag.com/aprsl.htm
   A general web site explaining the process and purpose of appraisal systems – a good little article.

   http://www.escape.ca/~rbacal/permgt.htm
   A web site that purports to be a resource page in reality this page has one interesting article on why marking systems are so often a disaster. Apart from this, this site sucks.

   http://www.hr.arizona.edu/buildownpa.htm

   A web site from Arizona State University which helps people to develop a DIY appraisal system – excellent if this is what your after. It even has templates for documents!

   http://www.hr.msu.edu/Depts/comp/perfmapp.htm
   Michigan State University have published all their documentation for appraisals, worth looking at for ideas and inspiration when developing your appraisal scheme.

   http://www.performanceappraisal.co.uk/pa_sys.htm
   A good British site! Numerous articles and ideas for appraisal systems, part of a commercial training and consultancy companies web site. A definite site to visit for ideas.

   http://www.work911.com/performance/particles/stuphr.htm
   A site detailing Seven Stupid Things Human Resource Departments Do To Screw Up Performance Appraisals.

   http://www.zigonperf.com/resources/examples.html
   A collection of performance measures which you can edit to suit the job profiles you have within your own organisations.

   http://www.performance-appraisal.com/home.htm#intro
   A superb site with tips, hints and ideas on how to set up and run an appraisal system, superb!

   I also have some paperwork I can send you but I don’t know where? [email protected]

3. staff handbook – appraisals
   I agree basically with Jenny. Staff Handbooks are not the place to put the whole policy.

   However, I think it is important to describe what they should expect and not what you hope will happen. It is no good describing your appraisal policy if its broke.

   The result will be that the hand-book will not be read.

   My advice is to consult your managers about what to include, rather than copy other handbooks.

   Paul Strange

4. Staff Handbook
   Catherine,
   We have helped organizations develop and install appraisal schemes. They are all different but there are some common themes. Handbooks and guides for appraisers can be very different for different businesses.
   We have put together summary papers based on our experience. Most now are in brief note form and after a foreword just run through the sequence of the ‘form’. If you let us know your address we will post them to you; as they are in tabular format they do not travel well by e-mail.
   Regards,
   John Pope

5. I have materials that I can share
   Catherine
   I am now an independant, but have lots of material that may help you. If you let me have your address, I will post them to you.

   Appraisal is a complex issue and most organisations I have worked for and with have a seperate guide.

   Let me know if you would like my help.

   Ann

6. Ann Lunn John Pope
   F.A.O Ann Lunn and John Pope

   Thank you for your response to my question and your kind offer to send me information. Unfortunately you haven’t left any access to email you.
   Please leave your email or email me direct.
   Thank you.
   If you could email me I will provide you with my contact details.
   [email protected]
   Thank you
   Catherine Jach