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Evaluation and re-design of Annual Appraisal Process

Summary of postings

Evaluation and re-design of Annual Appraisal Process	Suzanne Beesley	16 Aug 05
Re: Evaluation and re-design of Annual Appraisal Process	gijs houtzagers	21 Aug 05
Re: Evaluation and re-design of Annual Appraisal Process	Andrew Mayo	24 Sep 06
Re: Evaluation and re-design of Annual Appraisal Process	Simon Spindler	27 Sep 06
Re: Evaluation and re-design of Annual Appraisal Process	Sandra Beale FCIPD	15 Jan 07

Details of postings

Evaluation and re-design of Annual Appraisal Process	Suzanne Beesley	16/08/2005 17:01
We are currently reviewing our Annual Appraisal Process, including the form, the ratings, competencies etc. Has anyone recently changed or reviewed their process and what advise, pro's or con's have you experienced and are willing to share? If you have a process that you consider effective, would you be prepared to share this information with us? If you have recently made changes, did you refer to any particularly good reference points? Any help or advise would be gratefully received and if relevant we are more than happy to share our experiences upon implementation.

+ Re: Evaluation and re-design of Annual Appraisal Process	gijs houtzagers	21/08/2005 06:36
SuZanne, I have this worked out from the time I was HR diector with Baan, including form. If you are interested let me know (gijs@houtzagers.com - www.houtzagers.com)
++ Re: Evaluation and re-design of Annual Appraisal Process	Andrew Mayo	24/09/2006 16:34	andrew mayo@ mayolearning com
I just attended a seminar which questuioned the whole purpose of appraisals and the way they are done today. Think carefully about its purpose(s)..and whether there are other ways to achieve them? Happy to dialogue Andrew Mayo
+++ Re: Evaluation and re-design of Annual Appraisal Process	Simon Spindler	27/09/2006 12:55	simon spindler@ papcl com
Suzanne, The trick in reviewing your appraisal process is to ensure that you are not stuck in the "annual valueless paper exercise" so dreaded by managers and staff, but that the competencies that you refer to are used effectively in a process which is as much focused on future perforance improvement as on reviewing the past year. ITY is useful to de-couple the review/pay award from the performance improvement discussion, although in practice they occur together. The success of your appraisal or perfiormance review process will reflect the capability of your line managers as much as anything else. Happy to talk further, Simon simon.spindler@papcl.com
++++ Re: Evaluation and re-design of Annual Appraisal Process	Sandra Beale FCIPD	15/01/2007 16:49	info@ sjbealehrconsult co uk
You ought to compile a questionnaire about every aspect of your appraisal system and send to managers for feedback.