INTRODUCTION OF PERFORMANCE APPRAISAL SKILLS

The aim of the course is to develop the knowledge and skills necessary to manage staff performance within a structured process, to ensure the objectives of the organisation are met, while developing the team and individuals to enhance their performance.

This course is specifically designed for team leaders and managers who are directly responsible for the formal appraisal and on-going performance management of colleagues.

Delegates will develop a clear understanding of the benefits and importance of effective performance management as well as being provided with practical tools to develop their skills

COURSE OBJECTIVES

By the end of the course trainees will be able to:

• Understand the importance of your role as a manager of performance
• Understand the process of performance management
• Plan, Organise and Implement performance reviews
• Manage effective performance appraisals
• Deal with difficult appraisees
• Produce a plan of action for monitoring performance
• Set and agree goals, with a clear understanding of expectations
• Understand the golden rules for giving and receiving feedback
• Deal with poor performance in a positive manner to increase productivity.

WHO SHOULD ATTEND

• People Manager

NUMBER OF PARTICIPANTS

• Maximum 20 pax

DURATION

• 2 days

METHODOLOGY

• Lecture 30 %
• Case studies
• Games
• Role play
• CD clips

COURSE CONTENT

The 6 Modules of Performance Appraisal Skills Program Presentation

Module 1 – Introduction

• Introduction and Overview
  • What is performance cycle?
  • What is performance appraisal?
  • Uses of Performance Appraisal
• How is Performance Measured?
  • Trait methods
  • Behavioural methods
  • Results methods
• Challenges to Effective Measurement
• Appraisal Interviews Styles

Module 2 – Define performance expectations

• Describe measurement tools
• Use a rating system
• Cover specific examples
• Set SMART measurable goals
  • Employee Input
• Employees take an active role:
  • Setting goals
  • Designing action plans
  • Identifying strengths and weaknesses

Module 3 – Managing / Document Performance

• Make sure documentation is objective
• Document performance of all employees
• Provide complete and accurate information
  • Recognize Good Performance
  • Identify Poor Performance
  • Discipline Poor Performance
• Employees participate in the periodic performance appraisal meeting
• Continuous Feedback
• Seven Coaching Principles
• Manager as Coach
• Coach as Facilitator

Module 4 – Performance review / appraisal

• What People Performance Potential Model says
• What is the role of Employees
• What is the role of Supervisors
• Schedule time and place
• Start the Meeting
• Presentation Tips
• During the Meeting – dos and don’ts
• End the Meeting
• Handle Hard Cases
  • Reviewing highly emotional employees

Module 5 – Common challenges of performance appraisal

• Failure to communicate standards
• Failure to give timely feedback
• Failure to allow employees to correct performance
• Inconsistency in measuring performance
• Failure to document performance objectively
• Common Pitfalls for Evaluators
  • Fear of failure
  • The “fudge factor”
  • Aversion to judging
  • Inadequate evaluator preparation
  • Lack of employee participation
  • Isolated annual evaluations
  • Comparing
  • Focusing on blame
  • Believing the rating forms are fair and impartial
  • Measuring trivial things
  • Using the same procedures to assess all employees and all jobs

Module 6

• Follow Up With Feedback
• How to provide constructive feedback

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