Advising managers: conducting an appraisal meeting
Advising managers: conducting an appraisal meeting

The following Employment guidance note provides comprehensive and up to date legal information covering:

  • Advising managers: conducting an appraisal meeting
  • The importance of appraisals
  • What appraisals should cover
  • Arrangements for the appraisal meeting
  • Conducting the appraisal meeting
  • Rating performance
  • Dealing with poor performance
  • Setting future objectives
  • Countersigning the appraisal form
  • Disagreements between manager and employee

Performance management is central to the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those of the business as a whole.

Appraisal meetings are an important element of performance management procedures. The guidance on such meetings given here takes into account the Acas guidance booklet Acas guidance: How to manage performance (October 2014).

The importance of appraisals

An effective performance management process focuses on:

  1. aligning the workforce with the strategic aims of the business

  2. improving employee performance

  3. supporting employee development and retention

  4. driving better business results

Good performance management helps both managers and employees know:

  1. what the business is trying to achieve

  2. their role in helping the business achieve its goals

  3. the skills and competencies they need to fulfil their role

  4. the standards of performance required

  5. how they can develop their performance and contribute to the development of the business

  6. how they are doing

  7. when there are performance problems

What appraisals should cover

Performance appraisals should seek to:

  1. review past and present performance against previous objectives

  2. assess performance against the core skills required for the role (sometimes called key competencies)

  3. agree performance objectives for the next 12 months

  4. assess training needs and agree a training and development plan

  5. identify potential for promotion

  6. make recommendations for individual pay awards,