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Performance Appraisals
Policy



This policy was adopted by the Board of Directors of Armagh Credit Union.



Signed:-

-------------------------------------------- Position
________________


-------------------------------------------- Position
________________


Date:








1



Performance appraisals are beneficial and appropriate?



Performance appraisals can achieve and contribute when they are properly
managed, for example:

performance measurement - transparent, short, medium and long term
clarifying, defining, redefining priorities and objectives
motivation through agreeing helpful aims and targets
motivation though achievement and feedback
training needs and learning desires - assessment and agreement
identification of personal strengths and direction - including unused
hidden strengths
career and succession planning - personal and organisational
team roles clarification and team building
organisational training needs assessment and analysis
appraisee and manager mutual awareness, understanding and relationship
resolving confusions and misunderstandings
reinforcing and cascading organisational philosophies, values, aims,
strategies, priorities, etc
delegation, additional responsibilities, employee growth and development
counselling and feedback
manager development - all good managers should be able to conduct
appraisals well - it's a fundamental process


Who does what?

Appraisee Appraisal Officer Counter-signing Officer

Staff Assistant Manager Manager
Assistant Manager Manager Treasurer
Manager Treasurer Training Liaison Officer








Performance appraisal form





Part A Appraisee to complete before the interview and return to the
appraiser by (date)









A1

1. State your role, responsibilities and main duties.




























A2
Discussion points:

1. Has the past year been good/bad/satisfactory or otherwise for you,
and why?














What new skills did you learn during the year?












What do you consider to be your most important achievements of the past
year?












What new skills do you want to learn in the coming year and their benefit
to Armagh Credit Union










What changes would you like to see in Armagh CU?









Which Board policy documents have you read in the past 6 months?










The Board are mindful for the need for succession planning, where do you
see
yourself in one/two/five year's time?
















































Part B To be completed during the appraisal by the appraiser, certain
items can completed by the appraiser before the appraisal, and then
discussed and validated or amended in discussion with the appraisee during
the appraisal.













Recommendation/summary (Appraiser):





















Recommendation/summary (Counter-signing officer):
-----------------------
Name:


year or period covered:

position:

time in present position:

length of service:

appraisal date & time:

appraisal venue:

appraiser:

A3 In light of your job aspirations (question 10 in A1), what activities
and tasks would you like to focus on during the next year

B1 Describe the purpose of the appraisee's job. Discuss and compare with
self-appraisal entry in A1.


B2 Review the completed discussion points in A2, and note the points of
and action.


B3. Discuss and agree the appraisee's career direction options and wishes.
Compare with and discuss the self-appraisal entry in A3 (i.e. job
aspirations)

























Agreed development aim(s):

Signed and dated by appraisee: and by appraiser: by the
counter-signing officer




A copy of this page should be given to the Appraisee, the Training Liaison
Officer (TLO) and the Board Staff Liaison Officer (SLO). Appeals can be
lodged with the Board SLO. Upon completion, copies should be given to the
Board for the September Board meeting, plus a copy of page B3.