Performance appraisal templates toolkit

A performance appraisal ('annual review', 'performance (development) review' or 'evaluation') is the regular review of an employee's performance.

Appraisals are used to measure progress against objectives, highlight areas for development, and identify areas of commendation.

An appraisal should reflect the employee's job, their key responsibilities, their wider participation within the team and their overall contribution (or expected contribution) to company-wide business objectives.

Appraisals should focus on performance and personal development with specific areas for employees and employers to concentrate their efforts on above and beyond the day-to-day environment.

• Performance appraisals must be conducted in a fair and non-discriminatory manner, in accordance with the Equality Act 2010.

• Employers must ensure that their performance appraisal process is transparent, objective and free from bias. Performance appraisal criteria must be clear and measurable, and feedback should be based on objective evidence.

• Employees must have the opportunity to participate in their performance appraisal and provide feedback. Employers must ensure that the appraisal process is two-way, and that employees are given the opportunity to raise any concerns or issues.

• Employers must ensure that the appraisal process is consistent and applied fairly across the organization. Appraisals should be conducted at regular intervals and should be based on clearly defined performance standards.

• Employers must ensure that performance appraisals are documented and that employees have access to their appraisal records. Employers should also ensure that appraisal records are kept confidential and stored securely.

• Employers must ensure that performance appraisal outcomes are used fairly and consistently, and that they are not used to discriminate against employees. Employers should also ensure that appraisal outcomes are communicated to employees in a clear and constructive manner.

Here are some conplex but common Performance appraisal-related workplace scenarios that need careful planning and execution to resolve.

We show you the steps to take to manage the specific case, along with what you should consider doing to minimise and mitigate any repeat.

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