Brief Guide to Performance Appraisal Review by mqx17782


									Brief Guide to Performance Review
For Reviewees
The University has recently announced some changes to make appraisals more
effective (now known as “Performance Review” session). Below is a summary, a
fuller explanation of underlying principles and process is provided in the
Performance Review and Career Development Scheme Guidance Notes (web
address tbc)

What’s the same about the Performance Review session?
Reviewing the past year and looking to the future

A mix of self-evaluation and receiving feedback on your performance

Discussing your development needs

Talking through any concerns that are holding back your performance

What’s changed?
It is now established that Performance Review sessions are most effectively
carried out by the person who manages your performance throughout the year.

To help everybody be clearer about what’s expected of them – Reviewer and
Reviewee will agree SMART objectives for the next year.

(S-Specific, M=Measurable, A=Achievable, R=Realistic, T=Time-bound)

How might this affect you?
Clearer about your objectives for the next year

Easier to review your progress throughout the year with your manager

A more focused discussion with your appraiser

What do you need to do differently?
As part of the usual preparation for your Performance Review session you should
think about what objectives you would set for yourself in the next year. At the
Performance Review meeting, you and your Reviewer can discuss these in the
context of team/departmental objectives for the next year. Form A will help you
prepare for your Performance Review in the future.

Your appraiser may also ask you to bring your job-description for updating.

Performance Review Training and Updating
If you have never had an Performance Review session at the University, then it’s
highly recommended that you attend the Performance Review training run by
People Development.

If you have already had a Performance Review session at the University, then
you should be invited to attend either a briefing session within you Planning Unit,
and/or be fully briefed by your manager. If neither of these have been arranged
in your Planning Unit, please speak to your line-manager in the first instance, and
then to Liz Dunphy in People Development.

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