Staff Appraisal

Staff Appraisal
The purposes of an appraisal are:
1.To review the accuracy and validity of the job description and if necessary to amend it.
2.To assess how well the officer is undertaking the job description and to agree any remedial
actions necessary.
3.To evaluate the efficacy of communication between the officer and line manager, the efficacy
of support from the organisation and to agree any remedial actions necessary.
4.To identify the aspirations that the officer has for the post, within the organisation or personally
and where possible recognise them within a plan of action.
5.To agree targets and timetable for achievement and review.
Officer's Name:Appraisal date:
Job Title:Appraised by:
Section 1.To review the accuracy and validity of the job description and if necessary to amend it.
[If required] new job description to be issued by (date): Inits:
Staff Appraisal
Section 2.To assess how well the officer is undertaking the job description and to agree any remedial actions necessary.
Line manager’s comments:
Officer's Comments:
actions:
by (date):
Staff Appraisal
Section 3.To evaluate the efficacy of communication between the officer and line manager, the quality of the line management you receive, the efficacy of
support from the organisation and to agree any remedial actions necessary. Leadership –
do you have a clear sense of where the organisation / this department / section is going?
Officer’s comments:
Line manager’s comments:
Oral communication –
is it an effective and two-way communication?
Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Delegation of authority –
are you clear about your limits of authority?
Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Performance feedback –
do you have a clear idea of what your line manager thinks about your work? Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Providing work guidance –
does your line manager guide your work to an appropriate extent? Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Interpersonal relations –
is the working relationship between you and your line manager effective? Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Written communication –
is written communication from your line manager clear and effective? Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Dissemination of information –
does your line manager share information with you to an appropriate extent? Officer’s comments:
Line manager’s comments:
Remedial action:
by …………………………………… (date)
Section 4.To identify the aspirations that the officer has for the post, within the organisation or personally and where possible recognise them within a plan
of action.
Officer's Comments:
Appraiser's Comments:
Section 5.To agree targets and timetable for achievement and review. Target A who:by date:
Target B who:by date:
Target C who:by date: Target D who:by date: Target E who:by date:
Inits:。