Welcome to Scribd, the world's digital library. Read, publish, and share books and documents. See more
Download
Standard view
Full view
of .
Save to My Library
Look up keyword
Like this
2Activity
0 of .
Results for:
No results containing your search query
P. 1
How To Write Your Own Performance Appraisals

How To Write Your Own Performance Appraisals

Ratings: (0)|Views: 670 |Likes:
Published by cuthieu
performance appraisals and sample appraisal form templates and 360 degr...

http://www.businessballs.com/performanceappraisals.htm

1 of 32

1/20/2010 8:32 AM

performance appraisals and sample appraisal form templates and 360 degr...

http://www.businessballs.com/performanceappraisals.htm

home » human resources » performance appraisals

Important changes relating to age discrimination in UK employment law became effective in October 2006, with implications for all types of appraisals and job
performance appraisals and sample appraisal form templates and 360 degr...

http://www.businessballs.com/performanceappraisals.htm

1 of 32

1/20/2010 8:32 AM

performance appraisals and sample appraisal form templates and 360 degr...

http://www.businessballs.com/performanceappraisals.htm

home » human resources » performance appraisals

Important changes relating to age discrimination in UK employment law became effective in October 2006, with implications for all types of appraisals and job

More info:

Published by: cuthieu on Jan 22, 2010
Copyright:Attribution Non-commercial

Availability:

Read on Scribd mobile: iPhone, iPad and Android.
download as PDF, TXT or read online from Scribd
See more
See less

02/26/2010

pdf

text

original

 
performance appraisals and sample appraisal form templates and 360 degr...http://www.businessballs.com/performanceappraisals.htm1 of 321/20/2010 8:32 AM
 
home»human resources» performance appraisals
Important changes relating to age discrimination in UK employment law became effective inOctober 2006, with implications for all types of appraisals and job performance and suitabilityassessment. Ensure your systems, training and materials for appraisals reflect currentemployment law. It's helpful to understand these recent laws also if you (young or old) are beingappraised. The UK (consistent with Europe) Employment Equality (Age) Regulations 2006, effectivefrom 1st October 2006, make it unlawful to discriminate against anyone on the grounds of age.This has several implications for performance appraisals, documents used, and the training of people who conduct staff appraisals. For example, while not unlawful, the inclusion of age anddate-of-birth sections on appraisal forms is not recommended (as for all other documentation usedin assessing people). For further guidance about the effects of Age Equality and Discrimination onperformance appraisals, and other aspects of managing people, see the Age Diversityinformation.Of course many employment laws, including those relating to other forms of discrimination, alsoaffect appraisals and performance assessment, but the age issue is worthy of special not becausethe changes are relatively recent.Here is a basic performance appraisal form template, in PDF and MSWord formats. Feel free to useand adapt it to suit your purposes.performance appraisal form (pdf) sample/template- downloadable pdf (revised August 2006)performance appraisal form (MSWord) sample/template- downloadable MSWord file (revised August 2006)For guidance on
assessment centres
 /centers,
graduate assessment days
and
groupselection recruitment
see thegroup selection informationon the job interviews page. Also on this page:Individual Skill/Behaviours Assessments and Group Training Needs Analysis (TNA)- tools,templates, process, tips and guidelines360 Degree Appraisals - tools, templates, process, tips and explanation Appraisals timing with pay reviews, and training and planning issuesProbationary reviews appraisals elements and factors
performance appraisals and sample appraisal form templates and 360 degr...http://www.businessballs.com/performanceappraisals.htm2 of 321/20/2010 8:32 AM
 
Tips on completing your own self-assessment performance appraisalsPerformance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into businessplanning. Formal performance appraisals are generally conducted annually for all staff in theorganization. Each staff member is appraised by their line manager. Directors are appraised by theCEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization. Annual performance appraisals enable management and monitoring of standards, agreeingexpectations and objectives, and delegation of responsibilities and tasks. Staff performanceappraisals also establish individual training needs and enable organizational training needs analysisand planning.Performance appraisals also typically feed into organizational annual pay and grading reviews,which commonly also coincides with the business planning for the next trading year.Performance appraisals generally review each individual's performance against objectives andstandards for the trading year, agreed at the previous appraisal meeting.Performance appraisals are also essential for career and succession planning - for individuals,crucial jobs, and for the organization as a whole.Performance appraisals are important for staff motivation, attitude and behaviour development,communicating and aligning individual and organizational aims, and fostering positive relationshipsbetween management and staff.Performance appraisals provide a formal, recorded, regular review of an individual's performance,and a plan for future development.Job performance appraisals - in whatever form they take - are therefore vital for managing theperformance of people and organizations.Managers and appraisees commonly dislike appraisals and try to avoid them. To these people theappraisal is daunting and time-consuming. The process is seen as a difficult administrative choreand emotionally challenging. The annual appraisal is maybe the only time since last year that thetwo people have sat down together for a meaningful one-to-one discussion. No wonder then thatappraisals are stressful - which then defeats the whole purpose.There lies the main problem - and the remedy.
 Appraisals are much easier, and especially more relaxed, if the boss meets each of theteam members individually and regularly for one-to-one discussion throughout the year.
Meaningful regular discussion about work, career, aims, progress, development, hopes and dreams,life, the universe, the TV, common interests, etc., whatever, makes appraisals so much easier
performance appraisals and sample appraisal form templates and 360 degr...http://www.businessballs.com/performanceappraisals.htm3 of 321/20/2010 8:32 AM

Activity (2)

You've already reviewed this. Edit your review.
1 thousand reads
1 hundred reads

You're Reading a Free Preview

Download
/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->