Managing your Appraisal

Tuesday, April 22, 2014

When executed properly an appraisal will ensure that you and your work are measured and judged fairly. Appraisal is a far better system than one based on favouritism, seniority, popularity, or attractiveness. Good appraisals are based on how well you do your job against predetermined standards of performance and quality related to the overall objectives of your department, unit and organisation.

As your work is going to be appraised you need to know as much as possible about what you are supposed to be doing so that you can do a good job. So you need to know; What the standards of output are, What resources you can use to help you, What the standards of quality are, Where you can get support and assistance, Where you can get further training to help you.

You cannot improve unless you know how you are performing. An essential part of appraisal is to give you feedback measured against; Objective standards of output, Objective standards of Quality, The performance of others doiong the same job, The expectations of your manager, The values and culture of your organisation. It is important to note that negative feedback does not mean you are doing anything wrong. Should this be the case there is a disciplinary procedure which your company is obliged to follow.

Appraisal is an opportunity for you to explore with your manager where you see yourself going and jobs where you feel you could make a significant contribution. However, be prepared for performance feedback that may be at variance with your own opinions. This information is essential in achieving your goals. It enables you to change your behaviour so that you can perform better. The major benefit to you of appraisal is the opportunity to declare your intentions.

Your appraisal will help you understand your pay and bonus level and will provide a forum to discuss and review matters. Appraisal is not however the place for negotiation.

Once you know how you are performing and what is required of you you will know what training and support you will need to become more effective and productive. Make sure you can justify the training in terms of the requirements of your job. Remember the most effective training is training 'on the job'. This training will make your job more interesting and increase your value to the organisation.

Agree your objectives before they are established. Objectives usually fall into three basic categories; Performance and quality, systems and processes, personal development.

All jobs can be improved and this should be a continual process. As you know your job better than most you are ideally placed to make suggestions for efficiency, quality and improved performance. The organisation benefits but you gain job satisfaction and interest. Also, the more healthy the organisation the more job security for you.