Appraisals and Training

You can assist employees to prepare for their appraisal meeting by giving them our self-appraisal form to complete. Make it optional and leave it to them to what extent they choose to share the information with their manager.

Some types of training are a necessity, e.g. an induction or manual handling course (if the employee will be involved in that type of work). Others will be qualification or skills-based. Having a training record therefore is critical

Use this letter to confirm an extension of time with regard to a stage of the right to train request procedure.

It’s good performance management procedure to appraise your employees on a regular basis and, in any event, no less than once per year. The aim of formal evaluation is not just to consider performance and conduct during the relevant appraisal period but also to set an agreed action plan of goals to be achieved, including identifying training needs and career development, during the forthcoming appraisal period.

It’s good performance management procedure to appraise your staff on a regular basis and, in any event, no less than once a year. A quarterly assessment together with a formal annual appraisal is a popular system for small to medium-sized employers.

Appraisals are a two-way process. They allow both you and the employee concerned to review their progress over a particular period of time, e.g. a year, and set goals for the future. If you're thinking of introducing them you need to go about it in the right way; it’s not as easy as having a ten-minute chat.