Appraisal
Appraisals are meetings set up by your employer that allow you both to discuss your work performance. There is no legal requirement to carry out appraisals, but most employers have a yearly or twice-yearly review process.
Appraisals are often used to determine whether targets have been achieved and make decisions about future work. Another reason for appraisals is to discuss career plans. In some cases, they may include bonuses and pay increases.
A good appraisal should be a two-way process, where you are encouraged to speak honestly and openly about your job. They are usually carried out by your line manager.
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Appraisal procedure
An appraisal should be held in private, on a one-to-one basis. You should be given enough notice of your appraisal meeting date and you may be asked to complete appraisal documentation before the meeting as part of the process. This can help your employer plan appropriately and prepare for any issues you wish to raise.
After the meeting, you should be given a written report of your appraisal, which could include:
- personal details, including job title and description;
- a performance review of specific areas of work;
- an overall performance rating;
- comments from the appraiser;
- your comments about your performance;
- a personal development plan or action plan.
How employers may conduct an appraisal
Appraisals may include rating your performance in different areas numerically. Each point is discussed and a score given, leading to an overall performance score. Both you and your appraiser can make comments on each point.
Another way of rating employee performance in different areas is by using a standard, or categories such as ‘meets expectations’ or ‘exceeds expectations’.
Your performance may also be linked to specific objectives or tasks and rated according to how well you have performed.
Outcome of appraisals
Most appraisals are completed and signed off by the line manager and employee. The appraisal is kept as a record of the employee’s development and progress.
If minor issues are in dispute, but the employee is satisfied with the appraisal overall, a record of the areas that have not been agreed can also be kept.
It is important to remember that an appraisal is not a disciplinary process and should not be used by your employer to impose disciplinary sanctions. However, issues relating to performance are sometimes dealt with by referring to past employee appraisals, if an employer starts an ‘employee improvement process’.
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Legal disclaimer
The information contained within this article is not a complete or final statement of the law and is based on the laws of England, Wales, Scotland and Northern Ireland.
While UNISON has sought to ensure that the information is accurate and up to date, it is not responsible and will not be held liable for any inaccuracies and their consequences, including any loss arising from relying on this information. If you are a UNISON member with a legal problem, please contact your branch or region as soon as possible for advice, or for non-employment matters call UNISONdirect.