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What is an appraisal?Appraisals are meetings set up by your employer that allow you both to discuss your work performance. There is no legal requirement to carry out appraisals, but most employers have a yearly or twice-yearly review process. Appraisals are often used to determine whether targets have been achieved and make decisions about future work. Another reason for appraisals is to discuss career plans. In some cases, they may include bonuses and pay increases. A good appraisal should be a two-way process, where you are encouraged to speak honestly and openly about your job. They are usually carried out by your line manager. Appraisal procedureAn appraisal should be held in private, on a one-to-one basis. You should be given enough notice of your appraisal meeting date and you may be asked to complete appraisal documentation before the meeting as part of the process. This can help your employer plan appropriately and prepare for any issues you wish to raise. After the meeting, you should be given a written report of your appraisal, which could include:
How your employer may approach your appraisalAppraisals may include rating your performance in different areas numerically. Each point is discussed and a score given, leading to an overall performance score. Both you and your appraiser can make comments on each point. Another way of rating employee performance in different areas is by using a standard, or categories such as “meets expectations” or “exceeds expectations”. Your performance may also be linked to specific objectives or tasks and rated according to how well you have performed. Outcome of appraisalsMost appraisals are completed and signed off by the line manager and employee. The appraisal is kept as a record of the employee’s development and progress. If minor issues are in dispute, but the employee is satisfied with the appraisal overall, a record of the areas that have not been agreed can also be kept. It is important to remember that an appraisal is not a disciplinary process and should not be used by your employer to impose disciplinary sanctions. However, issues relating to performance are sometimes dealt with by referring to past employee appraisals, if an employer starts an “employee improvement process”. Appraisals should be an open forum to allow you and your line manager to talk about your performance at work and any issues you have about your career. If you are unhappy with the result of your appraisal, most employers will have an appeals process or mechanism in place to address any issues and record your concerns. A UNISON rep can help you in preparing documents for an appeal process following your appraisal. If an appeal meeting is held, a UNISON rep can also advise on the best way to make sure that your point of view is heard and that you are being treated fairly. Next steps for UNISON repsMembers may ask you to help them with an appeal after an appraisal, but it is unusual to sit in on appraisals. Speak to your employer to see if their appraisal scheme allows you to attend meetings with members. Key facts
FAQsAppraisal
Which of the following is a purpose of performance appraisals of employees?The purpose of a performance appraisal system is to evaluate how well an employee performs her job duties and tasks, her supervisory and leadership capabilities and other soft skills, and how well she manages workplace relationships and conflict resolution.
Which of the following is a purpose of performance appraisals quizlet?One purpose of performance appraisals is to strengthen manager/subordinate working relationships. Field review requires a supervisor to fill out detailed forms stating postive and negative behaviors of each employee. Effective appraisals are based on the job description and established standards.
Which of the following types of employment would be best suited for using appraisal by customers?Which of the following types of employment would be best suited for using appraisal by customers? Appraisal information can come from customers or clients of the job incumbents, especially for workers who have direct contact with the customers.
Which of the following is not a purpose of performance appraisal?Training implies a systematic procedure whereby employees are imparted technical knowledge and skill for specific jobs. It is not an aim of performance appraisal.
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