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UNIVERSITY HOSPITALS OF LEICESTER NHS TRUST POLICY FOR PERFORMANCE APPRAISAL AND DEVELOPMENT REVIEW (PAIR) TRUST REF: B12/2004 DATE OF APPROVAL: 14 APRIL 2004 APPROVED BY: TRUST EXECUTIVE ORIGINATORS:

How to fill out performance appraisal and development

How to fill out performance appraisal and development:

1. Begin by gathering the necessary materials and documents for the performance appraisal and development process. This may include any previous performance appraisals, job descriptions, goals set for the year, and any relevant performance data.
2. Familiarize yourself with the performance appraisal form or system being used by your organization. Understand the different sections and rating scales, as well as any specific guidelines or instructions provided.
3. Start by reviewing your job description and assessing your own performance against the established expectations. Reflect on your accomplishments, strengths, and areas for improvement throughout the performance period being evaluated.
4. Use objective criteria, such as key performance indicators or specific goals, to assess your performance. Support your evaluation with examples and evidence of your accomplishments or areas that require further attention.
5. Reflect on your development goals and aspirations. Consider areas where you want to grow professionally and seek specific training or development opportunities to enhance your skills. This can include attending conferences, taking courses, or seeking mentorship opportunities.
6. Seek feedback from your supervisor and colleagues to gain a well-rounded assessment of your performance. Use their input to validate your self-assessment or gain insights into areas you may have overlooked.
7. When documenting your performance appraisal, be clear and concise in your statements. Use specific examples and avoid vague language. Highlight achievements and challenges, as well as any actions you took to overcome obstacles or leverage opportunities.
8. Set realistic and actionable goals for the upcoming performance period. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART). Align your goals with the organization's objectives and ensure they are challenging yet attainable.
9. Schedule a meeting with your supervisor to discuss your performance appraisal. Use this opportunity to provide any additional context or explanations for your self-assessment, discuss your development goals, and seek feedback on areas of improvement.

Who needs performance appraisal and development:

1. Employees: Performance appraisal and development are crucial for all employees as it provides them with valuable feedback on their performance, highlights areas of strength to leverage, and identifies areas for growth and development. It helps employees understand how they contribute to organizational goals and provides opportunities to enhance their skills and capabilities.
2. Managers: Performance appraisal and development allow managers to evaluate the performance of their team members and provide objective feedback and coaching. It enables them to recognize and reward high-performing employees, identify any performance gaps, and create development plans to enhance their team's overall performance.
3. Organizations: Performance appraisal and development are essential for organizations as they help align individual performance with organizational goals and values. By assessing and developing employees, organizations can identify talent gaps, nurture potential leaders, and create a culture of continuous improvement and development. It also provides a basis for making informed decisions related to promotions, compensation, and employee retention strategies.

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What is performance appraisal and development?

Performance appraisal and development is a process where an employee's job performance is evaluated and opportunities for growth and improvement are identified.

Who is required to file performance appraisal and development?

Typically, both employees and their supervisors are required to participate in the performance appraisal and development process.

How to fill out performance appraisal and development?

Performance appraisal and development forms are usually filled out by both the employee and their supervisor, with a focus on setting goals, evaluating performance, and identifying areas for improvement.

What is the purpose of performance appraisal and development?

The purpose of performance appraisal and development is to provide feedback on an employee's job performance, identify areas for improvement, and support the employee in achieving their career goals.

What information must be reported on performance appraisal and development?

Information reported on performance appraisal and development forms typically includes goal setting, performance evaluation, areas for improvement, and development plans.