Sample Case Study Paper on Waterloo Leisure Services Performance Appraisal Form

rg/division/dept: location/based at:
name:   position: ref:
year or period covered: time in present position: length of service:
appraisal date & time: appraisal venue: appraiser:

 

 

 

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

 

 

A1 State your understanding of your main duties and responsibilities.

 

 

 

 

 

 

 

A2Discussion points:

 

 

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

 

 

 

 

 

 

 

  1. What do you consider to be your mostimportant achievements of the past year?

 

 

 

 

 

 

 

  1. What do you like and dislike about working for this organisation?

 

 

 

 

 

 

 

  1. What elements of your job do you find most difficult?

 

 

 

 

 

 

 

  1. What elements of your job interest you the most, and least?

  1. What do you consider to be your mostimportant aims and tasks in the next year?

 

 

 

 

 

 

 

  1. What action could be taken to improve your performance in your current position by you, and your boss?

 

 

 

 

 

 

 

  1. What kind of work or job would you like to be doing in one/two/five years time?

 

 

 

 

 

 

 

  1. What sort of training/experiences would benefit you inthe next year? Not just job-skills – also your natural strengths and personal passions you’d like to develop – you and your work can benefit from these.

 

 

 

 

 

 

A3 List the objectives you set out to achieve in the past 12 months (or the period covered by this appraisal)

With the measures or standards agreed – against each comment on achievement or otherwise, with reasons

Where appropriate. Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 =good, 10

= excellent):

 

Objectivemeasure/standard                score              comment

A4 Score your own capability or knowledge in the following areas in terms of your current role requirements (1-

others (for current or new role):

 

18. corporate responsibility and ethics

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

 

 

3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). If appropriate bring evidence with you to the appraisal to support your assessment.  The second section can be used if working towards new role requirements.

 

1.  commercial judgment

 

2.  product/technical knowledge

 

3.  time management

 

4.  planning,budgeting and forecasting

 

5.  reporting and administration

 

6.  communication skills

 

7.  delegation skills

 

8.  IT/equipment/machinery skills

 

9.  meeting deadlines/commitments

 

10.creativity

 

11.problem-solving and decision-making

 

12.team-working and developing others

 

13.energy, determination and work-rate

 

14.steadiness under pressure

 

15.leadership and integrity

 

16.adaptability, flexibility, and mobility

 

17.personal appearance and image

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

 

 

A5 In light of your current capabilities, your performance against past objectives, and your future personal growth and/or job aspirations, what activities and tasks would you like to focus on during the next year? Again, also think of development and experiences outside of job skills – related to personal aims, fulfillment, passions.

PartB To be completed during the appraisal by the appraiser – where appropriate and safe to do so, 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.

 

B1 Describe the purpose of the appraisee’s job. Discuss and compare with self-appraisal entry in A1. Clarify job purpose and priorities where necessary.

 

 

 

 

 

 

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

B3 List the objectives that the appraisee set out to achieve in the past 12 months (or the period covered by this appraisal – typically these objectives will have been carried forward from the previous appraisal record) with the measures or standards agreed – against each comment on achievement or otherwise, with reasons where appropriate. Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). Compare with the self-appraisalin A3. Discuss and note points of significance, particularly training and development needs and wishes,which should be noted in B6.

 

 

objective measure/standard       self-score/app’r score      comment

others (for current or new role):

 

18. corporate responsibility and ethics

 
   
   
   
   
   
   
   
   
   
   
   
   
   
   
   
   

 

 

B4 Score the appraisee’s capability or knowledge in thefollowing areas in terms of their current (and if applicable, next) role requirements (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent). If appropriate provide evidence to support your assessment.  The second section can be used for other criteria or if the appraisee is working towards new role requirements.Compare scores with the self-appraisalin B4. Discuss and note agreed points training/development needs and wishes(to B6).

 

 

1.  commercial judgement

 

2.  product/technical knowledge

 

3.  time management

 

4.  planning,budgeting and forecasting

 

5.  reporting and administration

 

6.  communication skills

 

7.  delegation skills

 

8.  IT/equipment/machinery skills

 

9.  meeting deadlines/commitments

 

10.creativity

 

11.problem-solving and decision-making

 

12.team-working and developing others

 

13.energy, determination and work-rate

 

14.steadiness under pressure

 

15.leadership and integrity

 

16.adaptability, flexibility, and mobility

 

17.personal appearance and image

   
   
   
   
   
   
   
   
   
   
   
   
   
   
   
   
   

 

 

B5 Discuss and agree the appraisee’s career direction options and wishes, and readiness for promotion, and compare with and discuss the self-appraisalentry in A5.(Some people do not wish for promotion, but everyone is capable of, and generally benefits from, personal development – development and growth should be available to all, not just people seeking promotion).  Note the agreed development aim(s):

B6 Discuss and agree the skills, capabilities and experiencerequired for competence in current role, and if appropriate, for readiness to progress to the next role or roles. Refer to actions arising from B3 and the skill-setin B4, in order to accurately identifyall development areas,whether for competence at current level or readinessto progress to next joblevel/type.)Note the agreed development areas

 

 

 

 

 

B7 Discuss and agree the specific objectives that will enable the appraisee to reach competence and to meet required performance in current job, if appropriate taking account of the coming year’s plans, budgets, targets etc., and that will enable the appraise to move towards, or achieve readiness for, the next job level/type, or if no particular next role is identified or sought, to achieve the desired personal growth or experience.These objectives must adhere to the SMARTER rules – specific, measurable, agreed, realistic, time-bound, ethical, recorded.

B8 Discuss and agree (as far as is possible, given budgetary, availability and authorization considerations) the training and development support to be given to help the appraisee meet the agreed objectives above.

 

Refer to the guidance notes. Personal development and support must be offered to all employees, irrespective of age, gender, race, disability, etc., and not just to thoseseeking promotion. Development is not restricted to job skills – it includes ‘whole person’. Use your imagination. Job skills training isn’t restricted to courses. Think about coaching, mentoring (by and of the appraisee), secondment to another role, holiday job cover, shadowing, distance-learning,e-learning,books,videos,attendingmeetingsandworkshops,workbooks,manualsandguides, researching, giving presentations; anything relevant, helpful and agreed to help the person develop. Avoid committing to training expenditure before suitable approval or availability has been confirmed.  Understand development options and procedures before conducting the appraisal. Develop the whole person.

 

 

B9 Other issues (to be covered separately outside of this appraisal – continue on a separate sheet if necessary):

 

 

 

 

 

 

Signed and dated by appraiser: and by appraiser:

 

 

Grade/recommendation/summary as applicable:

 

 

Distribution of copies/confidentiality/accessibility details: