Hesitant or cautious when faced with a Acts as a driving force to make decisions, need to make key decisions or implement implementing plans, taking action and follows important plans through on their commitments Fails to set out clear expectations or join Delivers results in a timely way; provides clarity things together into a cohesive plan; about the standards expected; integrates activities ineffective at setting targets or frequently into a clear and congruent delivery plan misses deadlines Becomes too involved in what other people Delegates and influences others effectively; is are doing and fails to step back and focus able to step back from operational tasks and focus on the needs of their wider team or on overall performance and strategic goals organisation Inflexible or does little to engage others in Removes barriers and red tape, eliminating the search for, or implementation of, more unnecessary hierarchy, challenges the status quo and obstacles which can impede progress efficient ways of working Resilient and positive even during difficult times; Easily knocked by failure or disappointment; provides little support or lifts morale and encourages others not to give up encouragement to services when things are Displays reluctance or hesitancy in Provides people with the encouragement and initiating change or to provide people self-belief to drive change and transformation with the support and direction they need across the local health and social care economy to do this Appraisee: please sign here to confirm your commitment to abide by these effective behaviours yourself and to highlight any ineffective behaviour you observe in colleagues: Section 11: Your Objectives for 2018-19 Successfully meeting your objectives is directly linked to pay progression. This that if it is identified at your appraisal that you have not successfully met all your objectives, you will remain at your existing A4C pay band point. It is therefore important to clearly understand and agree your objectives. Objective Are there any resources When will the objective be When should the What will be the or training needed for the reviewed/ monitored? objective be measure of success? Make sure objectives are ‘SMART’; individual to achieve the completed/achieved? Specific, Measurable, Achievable, objective? Realistic and Time-bound (Development should be added to the PDP)
Hesitant or cautious when faced with a need to make key decisions or implement important plans Acts as a driving force to make decisions, implementing plans, taking action and follows through on their commitments Fails to set out clear expectations or join things together into a cohesive plan; ineffective at setting targets or frequently misses deadlines Delivers results in a timely way; provides clarity about the standards expected; integrates activities into a clear and congruent delivery plan Becomes too involved in what other people are doing and fails to step back and focus on the needs of their wider team or organisation Delegates and influences others effectively; is able to step back from operational tasks and focus on overall performance and strategic goals Inflexible or does little to engage others in the search for, or implementation of, more efficient ways of working Removes barriers and red tape, eliminating unnecessary hierarchy, challenges the status quo and obstacles which can impede progress Easily knocked by failure or disappointment; provides little support or encouragement to services when things are Resilient and positive even during difficult times; lifts morale and encourages others not to give up Displays reluctance or hesitancy in initiating change or to provide people with the support and direction they need to do this Provides people with the encouragement and self-belief to drive change and transformation across the local health and social care economy Appraisee: please sign here to confirm your commitment to abide by these effective behaviours yourself and to highlight any ineffective behaviour you observe in colleagues: Section 11: Your Objectives for 2018-19 Successfully meeting your objectives is directly linked to pay progression. This that if it is identified at your appraisal that you have not successfully met all your objectives, you will remain at your existing A4C pay band point. It is therefore important to clearly understand and agree your objectives. Objective Make sure objectives are ‘SMART’; Specific, Measurable, Achievable, Realistic and Time-bound Are there any resources or training needed for the individual to achieve the objective? (Development should be added to the PDP) When will the objective be reviewed/ monitored? When should the objective be completed/achieved? What will be the measure of success?