(CIPD L3) – performance management Questions.

Reminder of core competencies (descriptions relevant to HR Administrator level):

Persuasive oral communications

Ability to express ideas or facts in a clear and persuasive manner. Convince others to own expressed point of view.

Customer Service

Exceeding customer expectations by displaying a total commitment to identifying and providing solutions of the highest possible standards aimed at addressing customer needs.

Creativity

Ability to generate original and innovative ideas in order to provide imaginative perspectives on organisational issues.

Teamworking

Willingness to participate as a full member of a team which he/she is not necessarily leader; effective contributor even when team is working on something of no direct personal interest.

Ability to work under pressure while managing conflicting priorities

Stability of performance under pressure and/or opposition. Makes controlled responses in stressful situations

Objectives set at beginning of appraisal cycle

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Notes:

Evidence of performance

For each objective, write a summary of performance based on ‘evidence’ – examples could be reference to an email from a stakeholder/internal client – summary of feedback given at some point in the appraisal cycle – some metrics of performance derived from MIS et

BE CREATIVE!

Summary of current performance level (snapshot)

(what are the key feedback points you want to deliver?)

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Objectives for next appraisal cycle

(based on your assessment of performance, business need and future performance potential, what are the five SMART objectives you want to discuss with your direct report?)

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Development interventions (proposed):

(based on the SMART objectives you list above, where does your direct report require development? Identify 3 – 5 development interventions that will help your direct report achieve his/her objectives).

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CPD (based on feedback of your appraisal interview, what do you consider to be your key learning points?)

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