Competencies and effective appraisal

Overview

Last Published  01 August 2012

Although we expect different levels of performance from, say, senior managers, middle managers, junior managers, team leaders and 'operatives', we very often apply the same performance-review documentation with the same terminology to all of them. This blanket application means that to review performance effectively we need to be able to distinguish exactly what differences in performance we expect and to be able to communicate those differences to our staff. This tool gives participants an opportunity to practise that distinction, making it easier for them to agree performance expectations and to assess the performance of their own staff. (Note: if you are running the activity 'in-house' and your organisation uses competencies or values, you can use the actual competencies/values rather than the ones in the tool.)

Tool aim
  • To make it easier for participants to agree performance expectations and assess the performance of their own staff.