Revised 25.5.12 Appraisal: for development, achievement, and performance for employees of the University of Worcester Introduction The appraisal process is an integral element in the development of the organisation whereby managers and individual employees meet regularly to discuss issues of importance to the individual, the team, the department/service/school/institute and the institution as a whole There will be consistency in the way reviews are conducted and guidance and training is made available to all staff, whether appraiser or appraisee. All staff, including part-time, sessional and fixed-term contract staff, are covered by the scheme. The University believes that appraisal properly conducted, has a valuable contribution to make to the achievement of its diversity policies and expects all aspects of appraisal to be conducted in the spirit of these policies. The appraisal should be an addition to, not a substitute for, regular and frequent discussions, take place as a matter of course between line manager and member of staff throughout the year in relation to work- in Any issues relating to under/poor –progress. performance and/or competence should be discussed at the time the issues are first identified and not deferred until the appraisal meeting; concerns about poor performance must be dealt with as they occur using the relevant protocols separate from appraisal. The main purposes of the appraisal are; to provide an opportunity to discuss and appraise performance against previously set objectives and outcomes and any in additional to and where appropriate, celebrate achievements. b. to agree a clear set of objectives and outcomes for the coming year c. to ensure employees understand and engage with their role in contributing to the University’s strategic priorities and success. d. to provide an opportunity to discuss the professional contribution, potential and career aspirations of e. to identify professional development and training opportunities and a proposed development programme to be undertaken in the coming year f. to inform discussions about any future applications for promotion and other forms of reward Scope of Appraisal The appraisal combines two broad areas of discussion: performance concerned with achievement of objectives and outcomes. – development concerned with professional and career development –
Revised 25.5.12 Appraisal: for development, achievement, and performance for employees of the University of Worcester Introduction The appraisal process is an integral element in the development of the organisation whereby managers and individual employees meet regularly to discuss issues of importance to the individual, the team, the department/service/school/institute and the institution as a whole There will be consistency in the way reviews are conducted and guidance and training is made available to all staff, whether appraiser or appraisee. All staff, including part-time, sessional and fixed-term contract staff, are covered by the scheme. The University believes that appraisal properly conducted, has a valuable contribution to make to the achievement of its diversity policies and expects all aspects of appraisal to be conducted in the spirit of these policies. The appraisal should be an addition to, not a substitute for, regular and frequent discussions, take place as a matter of course between line manager and member of staff throughout the year in relation to work- in –progress. Any issues relating to under/poor performance and/or competence should be discussed at the time the issues are first identified and not deferred until the appraisal meeting; concerns about poor performance must be dealt with as they occur using the relevant protocols separate from appraisal. The main purposes of the appraisal are; to provide an opportunity to discuss and appraise performance against previously set objectives and outcomes and any in additional to and where appropriate, celebrate achievements. b. to agree a clear set of objectives and outcomes for the coming year c. to ensure employees understand and engage with their role in contributing to the University’s strategic priorities and success. d. to provide an opportunity to discuss the professional contribution, potential and career aspirations of e. to identify professional development and training opportunities and a proposed development programme to be undertaken in the coming year f. to inform discussions about any future applications for promotion and other forms of reward Scope of Appraisal The appraisal combines two broad areas of discussion: performance – concerned with achievement of objectives and outcomes. development – concerned with professional and career development
Appraisal_Procedures_document_revised_25_5_12_19.24.docx