A4 Blank Landscape by 8h479m

VIEWS: 9 PAGES: 6

									Performance Appraisal Form

Name:                                  Division:                               Review from:           to:

This appraisal form contains the following sections:

Part 1: Reviewing last year’s performance
   1. General overview             General review of the year
   2. Objectives                   Progress against previous year’s objectives
   3. Competencies                 Review of progress against core competencies
   4. Personal Development         Reviewing your personal and professional development

Part 2: Planning for the year ahead
   1. Objectives                   Setting SMART objectives for the year ahead
   2. Personal development         Setting personal and competency development goals for the year ahead



Part 1: Reviewing last year’s performance
Section 1: General Overview of the Year

General overview of the past year - what went well, any difficulties encountered




 1/6 University of London PM Forms
Section 2: Previous objectives – What did you do?

  Objectives agreed for timeframe under review   Success measures       Indicate whether objective was
                                                                     exceeded, met, partially met or not met
                                                 Evidence/comments




Other key achievements / successes




2/6 University of London PM Forms
Section 3: Review of Progress against Competencies
    Key technical / professional
    requirements of your role                   Please comment on any specific technical or professional requirements of the post,
                                                the level attained (if appropriate) and any comments



    Competencies                                Role               Band               Comments
                                                requirement        attained as
                                                Band               at appraisal
Proactivity and planning
Working collaboratively with others
Organisational commitment
Resilience
Adapting to change
Problem solving and decision making
Creativity and innovation
Stakeholder focus
Interpersonal understanding
Managing resources
Commercial awareness
Leadership
Performance management

Section 4: Reviewing Personal and Professional Development – What did you learn?
  Previous development objectives agreed               What did you do to learn and develop?                          Progress
 (Competency objectives or other development)                                                          Please provide evidence and commentary
     Please also note any other incidental
   development / learning from the past year




Any other comments/reflections not already captured?




 3/6 University of London PM Forms
Part 2: Planning for the Year Ahead
Section 5: Setting Objectives

  Objectives to be achieved           Links to departmental /      How will success be         Any skills, knowledge or         Notes and
this year (need to be SMART)         University core purpose /         measured                competencies needed to        amendments at 6-
                                                goal                                            develop so that you can        month review
                                                                 Who will provide feedback         meet objective*




Is there anything specific your manager and colleagues could do (more of, less of, differently) to help you be successful?




 4/6 University of London PM Forms
Section 6: Planning Personal and Professional Development

                                                                                     How will success be measured                     Notes and amendments at 6-
    What Skills, knowledge or                 How you will develop them                                                                      month review
    competencies you need to                  What will you do and when                 How you will know you have
            develop*                                                                           succeeded
                                                                                          Who will give feedback




* These may be the same as those
already identified in column 4 of the
‘Setting objectives ’ table above.
Either copy from above or add
additional development goals.

Set date for 6-month review……………..………………….                                                         Please send to: appraisal@london.ac.uk

Reviewee……………..……………….. Reviewer……………..……………….. Reviewer’s Line Manager ……………………………..

Date:…………......….…..…….……… Date:………………...…..……………… Date:………………………………..……..……………...

Signatures at 6 month review:…..................................................................       ..............................................................................



 5/6 University of London PM Forms
Guidance notes:

       Preparation                                                           and reasons for ratings. Available ratings are: exceeded,
      The Appraisal meeting (reviewing last year’s performance              met, partially met or not met objectives.
       and planning ahead for next year) will take in the region of         You may wish to use the BOCA acronym to guide both
       1.5 hours. Make sure you protect the time for this meeting            positive and constructive feedback: describe the Behaviour,
      Both appraiser and appraisee should prepare for the                   Outcome, Consequences and the next Action you would like
       meeting, which may be done by completing the forms                    to see
       individually prior to the meeting and sharing them to aid
       reflection and provide a basis for the discussion                     The meeting: planning
      Feedback from others (where required and as previously               SMART objectives are Specific, Measurable, Achievable,
       agreed) will support the building of a holistic picture of            Relevant and Time-bound
       performance and focus development. When asking                       Consider what obstacles or risks may impact upon the
       identified individuals for feedback then you should re-iterate        objectives being met and how you can plan to mitigate these
       for them:                                                            The performance review and feedback processes can help
            o What you are requesting feedback about (e.g. a                 you identify development opportunities in a number of ways
                particular piece of work or project or ongoing working           o Highlighting new responsibilities or different
                relationship and/or the particular behaviour or                      processes you may need to prepare for
                objective you are seeking evidence on)                           o Identifying areas for development based on the
            o Ask for specific examples so you and the individual                    extent to which objectives were met
                concerned can understand the feedback fully                      o Identifying areas for development based on the
            o Probe for more information if you don’t understand                     feedback you receive
                the feedback                                                     o Highlighting potential and career development areas
            o Ask both for what the individual has done well and                     for your future
                what they could improve further                             Plan to meet identified development needs through the most
            o Discuss with the individual whether they are                   suitable method, advice is available from the Staff
                comfortable with you attributing the feedback.               Development Office

       The meeting: review                                                  Capture the outcomes of your discussion on the final version
      Use the job description and role profiles to discuss                  of the form which is then signed, counter-signed. Appraisee
       responsibilities and provide the context for the discussions          to keep a hard copy and send a scanned copy to
      The meetings should be based on an open and joint                     appraisal@london.ac.uk within 2 weeks of the appraisal
       dialogue between the manager and staff member                         meeting date. For further guidance, please refer to the full
      Make sure you discuss overall performance as well as                  Performance Management Framework Guidance Document
       performance against each objective and consider evidence



6/6 University of London PM Forms

								
To top