Performance Appraisals

6. Following Up

6.1 Immediately after the meeting, write up the performance appraisal report.

This summarises what has been discussed and agreed, including:

• The objectives set for the next period.
• Any commitments you or the employee may have made. For example, you might have offered to train the employee in a particular task.

6.2 Give the employee his or her own copy.

• There should be no surprises. Check that the employee agrees that what you have said is true and fair.

6.3 Give a copy to your own line manager or another third party (such as the personnel manager) to review.

• If several managers in your business conduct appraisals, this is a vital check for fairness and consistency.

6.4 There should be an appeals procedure in place, for employees who feel that any part of the appraisal process has been unfair.

6.5 Performance management of the employee is an ongoing process for you.

• Monitor the employee's progress towards the objectives that have been set.
• Keep using the supportive, collaborative approach that you used for the appraisal.