From performance assessment to development plan

The development of a performance appraisal system is a process that can provide the basis for performance management in an organisation. Throughout the project, we work closely with HR professionals to develop a system that is as tailored and practical as possible, and then integrate it into the life of the organisation.

The focus will be on the following triad (attributes, behaviours and outcomes):

Attributes, Attitude, Results

Performance appraisal can be done in one way (180 degrees), where managers appraise employees. In addition, it is also possible to evaluate colleagues 360 degrees, where it is possible to obtain systematic feedback from all the people with whom the person being evaluated comes into contact in the course of his/her work. The 360-degree evaluation allows for a full feedback process, in which self-evaluation and evaluation by others are contrasted. This gives a complete picture of how the colleague's work is perceived from which side. In addition to self-evaluation, evaluation by managers, colleagues, subordinates and partners/customers/customers can also help to nuance the picture of evaluation.

Who is it for?

We are recommended for organisations that want to align their development plan with the vision, values and real competence levels and needs of their employees to support performance.

Project duration: 1-10 months. Depending on the size of the organisation and the number of jobs and employees, the exact duration will be determined after initial consultation.

Are you interested in this service?

Then send us your request for proposal and our staff will contact you with a tailor-made solution.

Request a quote

Why is this good for your company, what results will your organisation achieve after the project?

A practical performance appraisal system helps management to assess and compare colleagues' work against expectations and set personalised improvement targets.

It provides additional benefits to the organisation in terms of:

Identifying potential skills, deepening the employee's self-awareness
Providing feedback to the employee, practising appreciative leadership
Achieving a shared goal-setting between manager and employee, thereby creating a secure vision
Information about possible difficulties in the job
Making better use of staff strengths
Increasing employee engagement
Objective support for salary decisions
A reasonable career development system
Sound promotion policy

The development of a performance appraisal system includes the following proposed steps

From Performance Evaluation to Development Plan

1. Consultation with HR, consultation, refinements

  • Clarification of objectives and process
  • Defining how the performance appraisal will be communicated
  • Defining the structure and main content of the performance appraisal guidelines
  • Selection of the appraisers

2. Management Workshop (1 day)

  • Situation analysis and vision for performance appraisal from the management perspective
  • Identification of employee competences to be assessed
  • Clarification of expectations towards the performance appraisal system and questionnaires
  • Defining the characteristics of the appraisal system
  • Questionnaire samples

3. Designing questionnaires, adapting them to the organisation

Documents:

  • Performance appraisal questionnaires
  • Feedback interview guidelines - a guide for conducting an appraisal interview between manager and employee
  • Agreement form

4. Finalisation with HR, management

  • Finalising the questionnaires
  • Refinement and finalisation of the TA training

5. Training for evaluators (1 day)

  • Purpose, process and criteria of performance appraisal
  • Presentation of the performance appraisal system, instructions for use
  • The specific appraisal form
  • Preparation for the appraisal interview
  • Schedule of the performance appraisal

6. Completing questionnaires, performance appraisal

  • Paper-pencil test
  • Or online

7. Appraisal interview (by the manager)

  • Training for managers on the appraisal interview, if required

8. Follow-up: Performance appraisal - experiences with management

  • Exchange of experience on performance appraisal
  • Opportunities for continuous improvement
  • Areas for further improvement
  • Important conclusions for the future

Project follow-up

During a management workshop, we can examine the practical benefits of the TÉR, formulate any suggestions for change and then, after reflection, make the changes. For managers, group or individual coaching can be used to work through the experiences, difficulties and results of the feedback discussion.