You have a process to appraise all employees’ performance
 
The aim of the appraisal process is to improve the performance of the business and the wellbeing of employees by understanding their aspirations, abilities and training requirements needed to assist them to achieve their full potential.
Key Issues
·         The appraisal process must be of benefit to both the company and the individual. It must be clearly defined, conducted with absolute integrity, be seen to be fair and its purpose clearly identified 
·         Appraisals that link a person’s performance to pay awards are usually taken more seriously and are more likely to be completed in the allotted time
·         What is an appraisal?
o      An appraisal should be a constructive meeting between two people, encouraging a free exchange of views.  It should result in an action plan, signed by both, that benefits a person’s career development and succession plans
o      Prior to appraisal, people should be asked to prepare statements of their achievements, personal goals, strengths, weaknesses and specific training needs
o      The appraisal process should establish a set of actions, both for the company and the individual, which both parties are committed to implement
o      The appraisal process should be completed annually with a follow-up on progress every six months, if deemed necessary for particular employees
o      To make the process meaningful, an element of people’s pay increase should be based on their performance over the past year.  Some organisations use the appraisal process to justify all pay increases
o      Appraisals should not be used to discipline people
o      Appraisals will help you to identify people’s training needs, and allocate an appropriate budget to fund their training courses and release.  Remember that useful and inexpensive training can be achieved by gaining experience of working in different areas.
·         The company should publish an employee framework that identifies the characteristics of the working environment and the practices that need to adopted in order to sustain the business now and in the future
·         People with routine jobs may have their pay and reward system linked to a skills audit that identifies their ability to perform a variety of tasks
·         Attitude surveys can provide useful insights into how employees regard the business management and their willingness to accept changes
·         Running an appraisal scheme demands considerable time commitments therefore must be stripped of bureaucracy and tasks that don’t add value
Factors for Success      
Factors to  Avoid
1.     Management time is committed to completing all appraisals on time
2.     Appraisals are undertaken on a regular basis
3.     They have become part of the routine management process
1.     Introducing appraisals before the ramifications have been understood
2.     Raising employee expectations beyond what can actually be delivered
Who does this apply to?
Everyone in the organisation
Realisable Benefits
A self-motivated, better trained, more flexible workforce working with you for success 

Guides:

The working environmentThe working environment

The working environment

Sharing information with your workforceSharing information with your workforce

Sharing information with your workforce

Appraising employeesAppraising employees

Appraising employees

Succession planningSuccession planning

Succession planning

Ensuring employees gain experienceEnsuring employees gain experience

Ensuring employees gain experience

QualificationsQualifications

Qualifications

Reward schemesReward schemes

Reward schemes

Work/life balanceWork/life balance

Work/life balance

Reducing overtimeReducing overtime

Reducing overtime

Collaborating with educational establishmentsCollaborating with educational establishments

Collaborating with educational establishments