Sunday, February 14, 2021

Appraisal Checklist (ISO 45001:2018)


Collect the information which you will require:

  1. How they have performed against last year’s objectives?
  2. How they have managed their resources?
  3. What Problems they have had, and how they have addressed these those problems?
  4. Their strengths and weaknesses.
  5. Their likely training / development needs.
  6. Any changes to their job /job description and or objectives through the year?
  7. Any problems with relationships?
  8. Evidence of self-development over the year.

Prepare the Environment:

  1. Choose an appropriate room
  2. Allocate enough time
  3. Inform the appraisee well in advance
  4. Ensure there will be no interruptions

Prepare the Appraisee:

  1. Appropriately explain the appraisal process in advance.
  2. Allow them time to adequately prepare
  3. Explain to them how to get the most from the appraisal interview
  4. Reflect on the skills & Competencies you need for potent appraisal interviewing:
  5. Questioning, listening, giving and receiving feedback, problem solving, note taking, being fair

The Appraisal Interview Introduction:

  1. Explain the purpose of the interview.
  2. Explain the stages of the interview.
  3. Recapitulations on the situation at the last (or interim) appraisal.
  4. Form the benefits which you expected will be gained by the appraisal.
  5. Reassure the appraisee to use the proper key notes which they may have prepared.
  6. Inquire the appraisee regarding their expectations of the appraisal.
  7. Agree fields of discussion based on both your schedule/agenda.

The Main Part of the Interview

Employees gives view of how the year has gone:

Prompt Questions:

  1. What have you done minimum effectively or has given you trivial satisfaction during the year?
  2. Have you found any hurdles - in the job situation, or in your own knowledge, competency and skills that have safeguarded you from working as effectively, or with as much satisfaction as you would have wished?
  3. If so, how could of these be overcome or avoided?

Review Each Specific Objective

  1. Was each action carried out within time and effectively?
  2. Was enough and proper training and support given - if not, explain why not?
  3. Were there constraints out with the individuals control e.g., lack of resources, sickness etc.?
  4. Did the individual timorously identify potential problems with achieving the objective and actively seek solutions?
  5. Application of a performance rating.

Agree Objectives for This Year.

Identify the appraisee’s training and development needs:

  1. How does the appraisee see their future career, and what are their objectives?
  2. Your perception of the future for the appraisee?
  3. Areas where particular training is needed to assist them to do their job / accomplishment of their objectives.
  4. Fields of professional development required to maintain / enhance professional skills & competencies.
  5. Areas of development they want to undertake which may be of more beneficial and useful to them than the Organization.

Concluding the Interview - Summarise:

  1. Solutions identified to problems.
  2. Specific job objectives agreed.
  3. Further proper actions to be taken forward by both you and the appraisee.
  4. Agreement about reviewing objectives through the year.
  5. Actions in relation to training and development activity.

Record the Appraisal Outcomes

To be recorded.
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