Performance Appraisal

1. Performance Appraisal Canteen Staff Canteen Network Meeting 6 March 2012

2. Purpose Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.

3. What They Are NOT • Remuneration review • Part of disciplinary process • Manage under performance • Address inappropriate behaviour

4. Key Steps • Acknowledge Expected Outcome • Prepare • Interview process • Document • Plan for next one

5. Interview Process • Opening discussion – outline what is covered • Provide feedback on Good Performance • Provide feedback on Poor Performance • Areas for improvement • Address support or training needed • Ask for and respond to input from manager/employee • Sum up, agree plan and provide copy of documentation

6. Sample Questions and Goals • Has the past year been good/bad/satisfactory or otherwise for you, and why? • What do you consider to be your most important achievements of the past year? • What elements of your job do you find most difficult? • What elements of your job interest you the most, and least? • What action could be taken to improve your performance in your current position by you, and your boss? • What sort of training/experiences would benefit you in the 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. • achieve Green Apple award • increase revenue by x% • improve profit by x% • increase number of volunteers • reduce amber/red items • green up x% of menu items • achieve xyz certificate/award

7. Outcomes • Create a learning and develop plan for next 6 – 12 months • Set goals for next 12 months • Document and Communicate

8. References • NSW Industrial Relations, Managing Performance http://www.industrialrelations.nsw.gov.au/pdfs/managing_performance.pdf • NSW Industrial Relations, Managing Employees http://www.industrialrelations.nsw.gov.au/Employment_info/Managing_employees.html

9. Thank you