September has yet again sprung upon us, as has the accompanying shrill of the morning alarm, and the summer break is already but a distant memory.
Colleges up and down the country once again prise their doors open to welcome students to a new term of learning and educators start their new planners, decipher new timetables and dust off their trusty coffee cups.
The increasing pressures and challenges facing the education sector is common knowledge, and as a result, effective appraisal systems are more important than ever to ensure educators are nurtured and supported.
The French poet Anatole France said that "Nine-tenths of education is encouragement" – and this is relevant to students and teachers alike! A successful appraisal system can assist staff with their own individual skills and development, which in turn will aide with both the delivery of better education for students and give staff the best opportunity to enjoy a rewarding and successful career.
So here are our 5 top tips for implementing an effective appraisal system.
Positive Approach
Many employees view appraisals negatively and think that their only purpose is to have their weaknesses and shortcomings put in the spotlight. As a result, this regularly results in staff being reluctant to engage in the process.
Employers should remind staff that appraisals are an entirely different process to that of a performance management (capability process) – appraisals are to help employees with their ongoing development and offer support.
Fully Engage
To get the most out of the appraisal system, employees have to be fully engaged and onboard with the process.
During the appraisal, it is important to discuss the successes as well as the challenges the employee has faced to avoid negativity. Avoid focusing entirely on shortcomings and what can be done to address these – also reflect on the individual’s strengths and successes, and how those strengths can be utilised in other areas of their work.
Ask the employee what they consider challenging or struggle with and talk about ways in how improvements can be made to better manage such challenges, which could include additional support and/or training.
Also discuss the plans that the individual has for their career, whether they have any particular ambitions or new skills they want to pursue and consider whether support can be put in place to assist with their progression.
Objectives
It is recommended that the employee suggests their own objectives ahead of their appraisal, and these are discussed during the meeting.
Objectives need to be manageable and clear in order to succeed. Ideally, objectives should be agreed with the employee, including how progress will be measured and reviewed. It is also recommended that procedures are put in place for an employee to appeal against any of the proposed objectives if there is particular disagreement.
Finally, be mindful of the number of objectives set as this could result in an employee feeling overwhelmed and disillusioned.
Focus Forward
Many view objectives as the ultimate goal, rather than acknowledge that it is an ongoing improvement in their developmental journey. This approach can leave individuals feeling overwhelmed or trying to do too much all at once, and in turn, lead to failure.
It is important to ensure that the process is supported with regular reviews, whether they be formal or informal, and focus on their steps towards their overall objectives.
Consideration should also be given to implementing mid-term appraisals where progress toward the end goal can be discussed, which would allow parties to identify any areas for further development.
Summarise and Support
At the end of the appraisal, a summary should be given of what has been discussed, what objectives have been set, the actions moving forward and who is responsible for them, and review dates. It is also a good idea to follow this up in writing to not only act as an aide-memoire for the employee but to effectively record the individual’s ongoing development.
Regular reviews and/or catch-ups are also highly recommended to develop regular feedback. The employee should also be reminded of your support and encouraged to reach out if they have any concerns, no matter how small.
This works towards developing an environment in which employees feel supported and encouraged in their development, and readily able to reach out if they need help.
Although appraisals are often seen as merely administrative with little, if any, value, they are in fact integral in creating a thorough and supportive developmental process for staff. Ensuring that staff feel supported and are carrying out their role effectively results in positive outcomes for students. But as stated above, it’s vital to get the process right from the outset…
About the author
Shakira Joyner
Shakira Joyner is Company Director at Personology. An accomplished Senior Human Resources Consultant, Shakira has a diverse skill set in human resources management, including undertaking confidential forensic investigations, change management, performance management and establishing strategic in- house HR functions. Well-practiced in advising on complex disciplinary and grievance matters and working with professional high level, senior managers to achieve resolution, Shakira has an extensive career in human resources management, with particular specialism in the education sector and has undertaken complex cases involving safeguarding and Employment Tribunal work.