Appraisal

The ability to fairly assess the performance of employees is an essential requirement in any organisation. Professional appraisal is intended to encourage and recognise individual professional growth, leadership, and contribution to the organisation.

At its best professional appraisal is a celebration of the organisation’s ability to grow talent. At its worst professional appraisal is a blunt instrument used maliciously to exist an unwanted employee. The former is the yardstick of a great employer the latter is a measure of disfunction within an organisation.

Helping You To Get It Right.

Two key reasons why your organisation should employ an external appraiser:

  • Avoid potential damage to existing professional relationships within the organisation
  • Circumvent mistakes which could cause damage to the organisation’s reputation or finance (i.e. personal grievances)

Two key reasons why your organisation should avoid internal appraisal processes:

  • Appraisal is not the organisation’s core business
  • It is inappropriate to have individuals working in an area where they lack the required knowledge, experience, expertise and time.

Helping You To Protect All Parties Involved In The Appraisal Process 

Expertise We Bring To The Table:

Knowledge of relevant Employment law, Collective Employment Agreements and Individual Contracts, Professional Standards Overview.

Choose An Appraisal Method That Suits Your Organisation’s Goals And Aspirations

  • Traditional appraisal is usually undertaken annually and relies on a hierarchical approach where the employer evaluated the employee in relation to set employment criteria.
  • Self-Appraisal provides the employee with increased involvement in the process of assessing their own strengths and areas in need of improvement. It often increases an employee’s commitment to career and performance planning.
  • Employee-Initiated Reviews can be a powerful tool for increasing an employee’s involvement in the processof assessing their strengths and areas in need of improvement. Providing a platform for identifying discrepancies of performance and working collaboratively to conduct a more constructive evaluation meeting will increase a commitment to improved performance.
  • 360-Degree Feedback seeks the views of professional colleagues form all levels within the organisation and helps to improve an employee’s performance because it offers a myriad of perspectives of their performance. Conducted in a safe and supportive workplace environment by a fully trained facilitator it has the potential to be life-changing.