performance appraisal form template

org/division/dept: name: position: location/based at: ref:

usage guide

year or period time in covered: present length of position: service:

A1 State your understanding of your main duties and responsibilities.

appraisal appraisal date & appraiser: time: venue:

Part A Appraisee to complete before the interview and return to the appraiser by (date) A2 Discussion points:
1. as the past year been good/bad/satisfactory or otherwise for you! and why"

#. $hat do you consider to be your most important achievements of the past year"

A3 2istdo the ob(ectives setabout out towor&ing achievefor in the 1# months (or the period covered by this appraisal) with %. $hat you li&e and you disli&e thispast organisation" the measures or standards agreed 0 against each comment on achievement or otherwise! with reasons where appropriate. Score the performance against each ob(ective (10% 3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3 e+cellent):
objective measure/standard score comment

'. $hat elements of your (ob do you find most difficult"

). $hat elements of your (ob interest you the most! and least"

*. $hat do you consider to be your most important aims and tas&s in the ne+t year" .. $hat sort -. &ind of of training/e+periences wor& or (ob would you would li&e to benefit be doing you in in one/two/five the ne+t year" years /ottime" (ust (ob0s&ills 0 also your natural ,. $hat action could bepassions ta&en to improve your performance in your current position by from you! and your boss" strengths and personal you1d li&e to develop 0 you and your wor& can benefit these.

A4 Score your own capability or &nowledge in the following areas in terms of your current role re5uirements (10%
3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3 e+cellent). 6f appropriate bring evidence with you to the appraisal to support your assessment. 7he second section can be used if wor&ing towards new role re5uirements. 1. commercial (udgement #. product/technical &nowledge %. time management '. planning! budgeting and forecasting ). reporting and administration *. communication s&ills ,. delegation s&ills -. 67/e5uipment/machinery s&ills .. meeting deadlines/commitments 14. creativity 11. problem0solving and decision0ma&ing 1#. team0wor&ing and developing others 1%. energy! determination and wor&0rate 1'. steadiness under pressure 1). leadership and integrity 1*. adaptability! fle+ibility! and mobility 1,. personal appearance and image others (for current or new role): 1-. corporate responsibility and ethics

A5 6n light of your current capabilities! your performance against past ob(ectives! and your future personal
growth and/or (ob aspirations! what activities and tas&s would you li&e to focus on during the ne+t year. Again! also thin& of development and e+periences outside of (ob s&ills 0 related to personal aims! fulfilment! passions.

Part B 7o be completed during the appraisal by the appraiser 0 where appropriate and safe to do so! certain items
can completed by the appraiser before the appraisal! and then discussed and validated or amended in discussion with the appraisee during the appraisal.

B1 8escribe the purpose of the appraisee1s (ob. Discuss and compare wit self!appraisal entr" in A1#
$larif" job purpose and priorities w ere necessar"#

B2 %eview t e completed discussion points in A2& and note t e points of and action .

B3 2ist the ob(ectives that the appraisee set out to achieve in the past 1# months (or the period covered by this
appraisal 0 typically these ob(ectives will have been carried forward from the previous appraisal record) with the measures or standards agreed 0 against each comment on achievement or otherwise! with reasons where appropriate. Score the performance against each ob(ective (10% 3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3 e+cellent). $ompare wit t e self!appraisal in A3# Discuss and note points of si'nificance& particularl" trainin' and development needs and wis es& w ic s ould be noted in B(# objective measure/standard self!score/app)r score comment

B4 Score the appraisee1s capability or &nowledge in the following areas in terms of their current (and if
applicable! ne+t) role re5uirements (10% 3 poor! '0* 3 satisfactory! ,0. 3 good! 14 3 e+cellent). 6f appropriate provide evidence to support your assessment. 7he second section can be used for other criteria or if the appraisee is wor&ing towards new role re5uirements. $ompare scores wit t e self!appraisal in B4# Discuss and note a'reed points trainin'/development needs and wis es *to B(+#

1. commercial (udgement #. product/technical &nowledge %. time management '. planning! budgeting and forecasting ). reporting and administration *. communication s&ills ,. delegation s&ills -. 67/e5uipment/machinery s&ills .. meeting deadlines/commitments 14. creativity 11. problem0solving and decision0ma&ing 1#. team0wor&ing and developing others 1%. energy! determination and wor&0rate 1'. steadiness under pressure 1). leadership and integrity 1*. adaptability! fle+ibility! and mobility 1,. personal appearance and image

others (for current or new role): 1-. corporate responsibility and ethics

B5 8iscuss and agree the appraisee1s career direction options and wishes! and readiness for promotion! and
compare wit and discuss t e self!appraisal entr" in A5# (Some people do not wish for promotion! but everyone is capable of! and generally benefits from! personal development 0 development and growth should be available to all! not (ust people see&ing promotion). ,ote t e a'reed development aim*s+:

B( 8iscuss and agree the s&ills! capabilities and e+perience re5uired for competence in current role! and if
appropriate! for readiness to progress to the ne+t role or roles # %efer to actions arisin' from B3 and t e s-ill! set in B4& in order to accuratel" identif" all development areas& w et er for competence at current level or readiness to pro'ress to ne.t job level/t"pe#+ ,ote t e a'reed development areas:

B0 8iscuss and agree the specific ob(ectives that will enable the appraisee to reac competence and to meet
re1uired performance in current job! if appropriate ta&ing account of the coming year1s plans! budgets! targets etc.! and that will enable the appraisee to move towards& or ac ieve readiness for& t e ne.t job level/t"pe& or if no particular ne.t role is identified or sou' t& to ac ieve t e desired personal 'rowt or e.perience# 7hese ob(ectives must adhere to the S9A:7;: rules 0 specific! measurable! agreed! realistic! time0bound! ethical! recorded. B/ 8iscuss and agree (as far as is possible! given budgetary! availability and authorisation considerations) the training and development support to be given to help the appraisee meet the agreed ob(ectives above.

Arade/recommendation/summary as applicable:

:efer to the guidance notes. <ersonal development and support must be offered to all employees! irrespective of age! gender! race! disability! etc.! and not (ust to those see&ing promotion. 8evelopment is not restricted to (ob s&ills 0 it includes 1whole person1. =se your imagination. >ob s&ills training isn1t restricted to courses. 7hin& about coaching! and of the appraisee)! secondment to another role! holiday cover! sheet shadowing! B2 @thermentoring issues (to(by be covered separately outside of this appraisal 0 continue on a (ob separate if necessary): distance0learning! e0learning! boo&s! videos! attending meetings and wor&shops! wor&boo&s! manuals and guides! researching! giving presentations? anything relevant! helpful and agreed to help the person develop. Avoid committing to training e+penditure before suitable approval or availability has been confirmed. =nderstand Signed and dated by appraisee: and by appraiser: development options and procedures before conducting the appraisal. 8evelop the whole person.

8istribution of copies/confidentiality/accessibility details:

B alan chapman #44104*. Auide to use and more personal development materials are at www.businessballs.com. /ot to be sold or published. Sole ris& with user. Author accepts no liability.