1. Valuable Performance Meetings

2. Overview Conducting effective annual performance (appraisal)
Asking the right questions
Your teams’ right to be heard
Your duty to respond
The way to make it a businesss benefit

3. About Us Two decades working in HR and Recruitment
A third of the work I do is working with Medical/Specialist Practices
What we do: We put clients in contact with candidates they couldn’t reach unaided.
90% of people we place are from direct approaches we make on a client’s behalf
We work from Medical Administration to Business Manager Levels
We have preferred rates for our services for AAPM members nationally
Full details about what we do can be found at:
Connect with us on: @MconsultingsolutionsMCS

4. So what can we all agree on?
And I am yet to meet anyone who really like Performance Appraisal Time of year….

5. The Case For…

6. The Case Against….

7. Things I See In GP Land We are too busy
Practice meetings get postponed
Practice Partners are not interested
Accreditation is coming up so lets just hold for now
We will do next year…
I am not sure the Dr’s have time for this
I am not even sure if the Dr’s are the best people to judge the staff’s performance Or
Can we do CPI or what we did last year

8. Seven Reasons Why I Think You Should Still Have Performance Reviews
Make your people feel valued
Set new goals
 Resolve grievances
Strengthen bonds
Refocusing your team
Oversight on current projects
Assess the training needs of your team

9. Where Performance Appraisals Come Unstuck
When feedback is generic
When employees sense that it is process for the sake of a process
When it becomes a lecture from the employer
When timings for a annual process are moveable particularly when tied to salary reviews ie annual becomes 18 months and longer…
When employees become frustrated and use it as a chance to lash out
When employees feel vulnerable and compromised in giving honest self feedback

10. The Best Process I have Been Involved With
Best Practice suggests that at the very least you should have a system that allows you document issues pertaining to Performance Management
The best systems I have seen allow:
- Staff to self review on set criteria
- Managers to score and agree on outcomes
-Performance reviews to happen annually without FAIL
Outcomes to be tied to renumeration reviews

11. The Best Process I have Been Involved With In A Medical Practice

12. What Made This System Stand Out
It took a commitment from the Practice to establish an annual review system
It created a custom review document for every role in the Practice up to an and including the Business and Practice Manager
It had a built in ability for all Partners (6 in total) to Score the Business/Practice Manager on a rating scale between 1 and 7
The process was automated and served as a record of performance
The team built remuneration chart outlining what score rating was equal to warranting a CPI increase… and what warranted more
Because the process was driven by the Practice Manager and the Partners were onboard the staff understood everyone was committed to the process

13. Asking The Right Questions
Ideally your process will have a criteria that is role specific
Preferably it will have the chance for an individual to self rate and for you to compare your rating as a manager and sign off on an agreed score and path forward
It should be a chance to engage in conversation
Outcomes in these meetings in my experience has included individuals working with managers towards mutually agreed exit strategies from an organisation

14. Your Team’s Right To Be Heard

15. Your Duty To Respond
Let’s not confuse Performance Reviews with Performance Management
What happens in a workplace where disappointment becomes disillusion
We are moving towards a fight for talent
Unemployment rates across the country are moving near pre GFC levels
Everyone wants the best talent available and it stands to reason that top talent will have multiple options if they are not engaged or happy in their workplace
It is not uncommon for me to see Practice/Business Managers accept that Partners are happy with adhoc performance reviews and as a by product do themselves a disservice in regularly having their own performance unreviewed and worse…left to deal with legal disputes/Fairwork Australia without the benefit of annual review documentation

16. Food For Thought

17. The way to make it a business benefit
Make your people feel valued
It’s an annual health check for YOU and YOUR TEAM
It will act as a means to support your Performance Management System
It should stimulate engagement rather being viewed as a threat
Has the ability to reduce turnover and identify training needs
But is needs a commitment from all parties
If you can’t commit….don’t bother

18. Questions

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