Formal Bi-Annual Performance Appraisals

Understand the current competencies of individuals and teams

Describe the methods of conducting individual and team competence reviews
Team Review Methods
• Formal bi-annual performance appraisals- these take place within the company on a bi-annual basis, objectives are set against corporate aims and then reviewed within the appraisal process.
• Action plans- these are set as a way to meet a requirement, normally these come from the appraisal process, for example a training need could be established and the action plan details what is required and when it needs to be achieved and then a review on whether the outcome was achieved.
• Probationary reviews- the COMPANY has a 6 month probationary period; this is similar to the appraisal process as an expected level of ability is required to perform the role that the applicant has successfully been assimilated in to.
Data is collected based upon the need of the organisation, this can be taken from appraisal processes or restructuring to meet a change in demand.
Change is normally the trigger for the need within organisations, you need to assess the individuals and teams ability and willingness to adapt to the changing work environment by assessing their current position and where you want them to be, GAP analysis can be used to perform this assessment. Where a need is identified the relevant skills and knowledge can be used to bridge the ‘gap’ and in doing so achieve the organisations aims.
An understanding of staff members learning styles is a prerequisite of tailoring the learning and development plan to best meet the needs of the