EmployeePerformanceReview

Size: px

Start display at page:

Download "EmployeePerformanceReview"

Frederick Mills
8 years ago
Views:

1 EmployeePerformanceReview 2005 Interview questionnaire Remember: to prepare the interview in good time to review agreements made at the last EPR to compile and fill in the competency profile beforehand to be open and constructive to ask if in doubt about anything to object if you disagree to stop underway and agree about the individual elements to set aside time, forward phones, etc. Important: ANY ISSUES RELEVANT TO THE JOB CAN BE DISCUSSED DURING THE INTERVIEW INCLUDING TOPICS NOT MENTIONED HERE.

about anything to object if you disagree to stop underway and agree about the individual elements to set aside time, forward

2 - 2 - Status agreements made at the last EPR? Have the agreements in last year s development plan been fulfilled? If not, why not?? Which non-fulfilled agreements are still relevant, and how can you ensure they will be fulfilled next year? Work tasks and task performance (Consult your task list)? Which rewarding and less rewarding work tasks have you done over the past year?? Which tasks did you do particularly well/less well? What was the reason?? What initiatives have you taken in the course of the year? What results did they generate?? Have you any preferences for other/new tasks in the near future? Working conditions? Do you enjoy your tasks and the division s work approach?? Which functional conditions are important for your job satisfaction? Are they in place today?? Are there conditions that you want to change to achieve greater job satisfaction? If so, which?? How do you experience the pressure of work and the demands made on you? Do you feel stressed?? What are the reasons for the stress you may be feeling? How can your work situation be improved?? Are there any circumstances or significant changes that are affecting, or may affect, your work situation in the months ahead (including changes in your personal life)?? How would you describe your cooperation with your colleagues in the division and the NAOD as a whole?? Which work processes and routines can be improved? How? Evaluation of courses and training (Consult your course list)? What benefit have you gained from the courses/training you have taken part in this year?? To what extent did the courses/training meet your expectations/needs/preferences?? To what extent have you had tasks in which you could use what you learned from the courses/training?? How have the completed courses/training affected your task performance?? What changes in your tasks can increase the benefit of your competency development? Overall evaluation (See the assessment wheel in the guidelines)? How do you and your supervisor evaluate your skills, experience, pay and results as a whole?

Which rewarding and less rewarding work tasks have you done over the past year?? Which tasks did you do particularly well/less well? What was the reason?

3 - 3 - Dialogue on salary (optional) (See guidelines)? How do you and your supervisor assess your current salary relative to your performance?? How does your supervisor assess your chances of pay improvements this year?? What are your expectations for pay improvements in the long term?? What changes does your supervisor think you need to make to be recommended for pay improvements? Assessment of your competencies (Compile your competency profile. See the guidelines)? How do you and your supervisor assess your personal competencies?? How do you and your supervisor assess your professional competencies?? Which competencies do you need to develop over the coming year(s?)? Which three specific competency development goals will you prioritise in the coming year?? Which initiatives/activities can initiate the desired development? Certification (optional)? Is certification relevant for you?? What considerations do you need to take into account regarding certification?? What challenges do you and your supervisor envisage regarding your certification?? What is the time perspective for your certification? Long-term development? Which special competencies/talents do you have that you would like to make more use of or develop?? Which new tasks/challenges can ensure that these skills can be better brought into play?? What competency development requirements would new tasks pose?? What are your long-term development wishes?? How does your supervisor assess your development options?? What can you do to qualify yourself for this job profile?? What is the first step on the road to achieving your development goals?? Which initiatives will you personally take?? What can your supervisor/the NAOD do to support you in realising your development wishes/needs in the short and long term?

4 - 4 - Summary your development plan (See form on next page)? What have you agreed regarding your future tasks? Who does what, how and when?? What have you agreed regarding your professional development? Who does what, how and when?? What have you agreed regarding your personal development? Who does what, how and when?? What have you agreed regarding your working conditions? Who does what, how and when?? What else have you agreed during the interview? Who does what, how and when? Feedback to your supervisor, for example, regarding information ongoing feedback communication conflict resolution instructions about tasks satisfaction in the division planning management style delegation explanatory comments on management evaluation division of roles and responsibilities other follow-up on tasks

Who does what, how and when?? What else have you agreed during the interview? Who does what, how and when?

5 - 5 - Development plan IN THIS SECTION, YOU SHOULD WRITE DOWN THE DEVELOPMENT GOALS YOU AGREE ON DURING THE INTERVIEW AND ASSESSMENT OF YOUR COMPETENCY PROFILES. REMEMBER TO AGREE ON BOTH FORM AND CONTENT AND SET A REALISTIC TIMEFRAME FOR REACHING THE GOALS. Development goal (What) Actions (How) Timing (When) Future tasks/functions Professional development Certification Personal development Agreements on working conditions/ functional terms Other agreements Date Employee Head of division

REMEMBER TO AGREE ON BOTH FORM AND CONTENT AND SET A REALISTIC TIMEFRAME FOR REACHING THE GOALS.

The annual appraisal review. Helping to build the future of health

The annual appraisal review. Helping to build the future of health The annual appraisal review Helping to build the future of health All pronouns refer to female as well as male staff. No rights may be derived from the information in this document. University Medical