1. Appraisal Management
The Human Side

2. ‘Human’ Approach Event Little value Separate process - ‘clip on’
Game it Embrace it for success and growth
Compliance Activates energy, contribution
Done on Collaborative
Ongoing process
Meaningful – view as of value
Integrated into ongoing practices

3. An approach that Coaching Approach
Engages and motivates people - meaningful
Assures core performance
Aligns energy and focus
Identifies development areas
Is ongoing
Is a collaborative undertaking
Is integrated into core practice
Coaching Approach

4. - Agreed / Explicit expectations
Appraiser-Appraisee Pre-requisites
Relationships
-Constructive
Role clarities
- Your job / My job
Reference points
- Agreed / Explicit expectations

5. Platform for Performance
REFERENCE POINTS
Platform for Performance
WHY
Vision - Purpose
WHAT
Our core aims
My role
My accountabilities
HOW
Expected Approach
Philosophy
Structure
Culture

6. Purpose Why - Value Goals What- Success Choice How - Autonomy
Individual Motivation - 3 Big Levers
Purpose Why - Value
Goals What- Success
Choice How - Autonomy

7. Performance
Assurance
Alignment
Development
Motivation

8. Scope - What we evaluate
Process and tools
Assurance & Alignment
Growth
Scope - What we evaluate
Assurance Alignment – Collective focus
Professional Growth
PTCs 1 12
aim/s & indicators G O R
aim/s & indicators

9. Aims I just want you to refresh me as to what your aims are.
ARA - Coaching Pathway
A Coaching / Problem Solving Conversation – Checking In NOT Checking On
Aims I just want you to refresh me as to what your aims are.
Why are these important ?
How do these link to our aims?
What are your indicators of success?
Paraphrase – So…….
Reality So talk me through me exactly where you are at
Where are you at on a scale of 1…………………….10
How do you know that?
What’s been achieved ? / What’s not been achieved?
What have you tried ?
What has worked / What has not worked?
How we can be sure of / verify that?
Would might this information suggest?
Paraphrase – So…….
Actions So what could your next steps be?
What will you do?
What will happen next?
What will that look like?
What’s your plan?
What will we see? / by when?
What’s your commitment on a scale of 1…….10
Paraphrase – So…….

10. Create the agreed verification at the start INDICATORS
What will that look like in terms what you’re doing
What will tell you whether you are achieving this
How could you verify this to others
What will that look like in outcomes
What will others experience if you are successful
What will be clear indicators of success
The detail
What it looks like in
Behaviour
Outcomes
Indicators

11. Conversation One - Forming Aims
What do you see as the key focus areas for professional aims this year
Knowing our aims & targets talk me through what your aims might be
What do you want to develop or improve in this area ?
What areas for development have you identified
What weaknesses might you want to tackle?
What aspects of this have you found challenging in the past?
What abilities do you want to develop or extend in this area?
In what other ways can you contribute to us being effective?
What will be your indicators of success?

12. Conversation One – Sharpening Aims
How worthy is that as a aim?
On a scale of with 1 being minimal effort and 10 being a huge stretch - where would you rate that aim?
Can you explain how that aim reflects our priorities for this year?
If you could - how would you put a bit more challenge or stretch into that aim?
Is that aim a true reflection of what you could aspire to this year?
If I was to gently challenge you push a bit harder with that aim what could you do?
Does that aim really reflect the level of difference you believe you can make?
I believe you have more in you than that aim suggests.
I think that aim doesn’t do you justice in terms of your capacity to develop.
What will that look like in what you do?
What will that look like in outcomes?
What specific indicators will we look for to monitor how you have done?
How could we verify that so that there is no doubt as to what you have achieved?
Lets make some pinpoint indicators for us to monitor how you do with this?
What can we agree will be indicators of success?

13. The observation provides REALITY input
ARA as part of an observation process
The observation provides REALITY input
1. Agreed Focus and Indicators
2. Observation
3. . Coaching session
A - what was your aim and indicators?
R - to what extent did you achieve it? What is your evidence, verification?
R - here’s what was observed.
R - what do we concur on? What issues might any differences highlight?
A - identify and prioritise possible next steps?
4. Formalise next aims and plan of action

14. Here’s what I was looking at
Here’s what I observed
What was as you expected?
What was different to what you expected?
What might this tell you? What issues might this difference highlight?
What will you do next?
Aims / Targets