I need a template for an employee appraisal any ideas please??

[Catsdontcare]

Have recently set up a business with dh and would like to do an appraisal for an employee who is in his probationary period. There have been some minor niggles and issues and I think an appraisal would help us to address them and help us decide whether or not to keep him on over the next six months.

Any ideas or advice gratefully accepted

Hi

Google it loads of templates out there so you can pick what suits you best.
A site i have used is www.simply-docs.co.uk some docs are free on there.

HTH

Thanks for the link

I've got one I really like that I can send you but you should do regular appraisals with all your team. I'm also a bit worried that you may be appraising without clearly communicating what is expected first (very common!). Does he have a development plan or similar? If not, begin there. You will find the discussion is very useful. An appraisal reviews performance but you have to tell people in advance what you will be reviewing to give them a chance to do it.

I wonder if you actually mean more of a one-to-one than an appraisal? My preferred template is a good one because you fill in all the objectives (operational and behavioural) and then you review it. Ime people who aren't doing what they should be usually haven't understood what is expected of them because they've not been told clearly and had their understanding checked. A tiny minority are just not up to it but most people will respond to clear objectives, SMART actions and regular coaching and feedback.

Let me know if you want mine - it's fairly self explanatory.

Katie that would really helPfull thank you.

I think you're right that appraisal isn't the first step we need to take here. I've been reading up all afternoon and I think we need to go over specifics and job descriptions more formally and do a development plan.

Obviously as minor issues arise they are being discussed verbally and informally but something's just don't seem to be sinking in. Am struggling to gage whether it's a confidence issue or something that needs more specific training hence my reason for wanting to put some more formal procedures in place.

Sure. Just PM me an email address where you'd like me to send it.

Fill out the key objectives then have a meeting with your employee to check he understands it and tell him how and when it will be reviewed.

Then book in some dates to review. It may be worth doing a personal improvement plan (PIP) too to go along side - you can review this weekly. You need a column for objectives, one for actions, one for a measure and a column to review progress. That's quite good for people who aren't getting it and I would expect a colleague to bring evidence of achievement to each review and you could actually get him to fill out the review box and then add your comments after discussion. Always keep a copy and give him a copy too.

I would have no more than 5 objectives on a PIP or it gets a bit much.

A couple of examples (obviously not formatted properly)...

Operational Objective
Invoice all clients within 30 days.

Action
Set up a system to manage invoicing by X date.

Measure
Evidence all clients have been invoiced within 30 days.

Review week 1

Review week 2

etc

Behavioural Objective
Demonstrate clear communication skills with colleagues and management

Actions
Inform management of outstanding work at the end of each day by email
Request information from colleagues in good time.
Be proactive in managing your workload and ask for help if you need it
If you are unlikely to meet the deadline renegotiate it in good time
Speak to colleagues in person in the first instance, before emailing

Measure
No instances of work not being completed on time
No complaints from colleagues or managers that they have not been given information
All deadlines met or renegotiated

Review week 1

Review week 2

etc