How to Find Your Way Around. 1. You can play the PowerPoint, and find the Test here. How to Find Your Way Around. 2. You can minimise this column and make the main page bigger by clicking this icon. Click it again to bring it back. How to Find Your Way Around.
1. You can play the PowerPoint, and find the Test here
2. You can minimise this column and make the main page bigger by clicking this icon.
Click it again to bring it back.
3. Always click this ‘Home’ icon to save your progress and log off. This is very important!
Introduction and Course Objective
Walkthrough of the Course:
The Structure and Annual
Cycle of Appraisals
Appraisals should be carried outannually for staff by their line Manager
or their delegated Reviewer. They can be conducted at any time of the
year, allowing managers to spread their appraisals over the year, so
long as none have expired (longer than 12 months).
In conjunction with this, staff should also have6 weekly supervision as a
minimum(for new starters or staff with more needs this should be more
The appraisal should becascaded down the management lines, so your manager should have their appraisal before you have yours. This way Trust objectives are translated down through to teams and then to individuals.
However, if it is clear thatwaiting for a managers appraisal will delay other staff’s appraisals, then these should be completed anyway.
The conversation at the start of the appraisal should discuss the previous year. How did it go? What has been achieved? Were there any difficulties etc?
Then review last years appraisal (if there was one) and discuss whether all or some of the objectives have been met. If an objective has not been met it can be carried over into this years objectives if it is still relevant.
Usually4-6 objectivesshould be set and these should be SMART objectives.
Ownership from the individual
Appropriate for the job
Cascaded down management lines
The appraisal has 2 parts:
PART 1 – Review previous year’s objectives
and develop this year’s objectives
PART 2 – Personal Development Plan
The Development Plan
It is very important to create an environment where the appraiser and
appraisee feel able to talk openly and confidentially to each other.
Hopefully with regular supervision from the previous year both parties
will feel comfortable to talk freely and honestly to each other to make
the review a worth while experience. There should be no surprises at an
appraisal – issues should have been discussed on the job and at
The length of an appraisal varies but generally 1-1½ hours is
The appraisal should take place confidentially in a quiet room with no
There are 3 ways that you can record an appraisal:
The preferred way to record is via ESR Manager Self Service,
as this allows the individuals full appraisal (including
objectives and the PDP) to be recorded on their staff record.
It will stop you ever losing paperwork, as it will always be
there and easily accessible.
Managers can log in to ESR Manager Self Service (using the same method as you would to login into your OLM e-Learning
account) and complete Appraisals electronically by selecting
'Reviews and Development‘.
Full instructions are on i-connect via the following steps:
Appraisal forms can be found on i-connect via the
(FORM TO BE RETURNED TO WORKFORCE DEVELOPMENT TEAM
AT STAPLEFORD HOUSE)
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