The goal of the BUK performance appraisal process is to make a formal record of performance against job roles and company objectives. In addition to this it is an opportunity to cover proposed development and discuss areas for improvement, as well as making a note of any issues that have arisen during the course of the year. It should be a collaborative process, with both parties sharing feedback and ideas, and taking the opportunity to set expectations for the year ahead, as well as making a clear review of the year that has passed. Within the process should be a review of the job specification details (tasks and competencies) to make sure they are still relevant and current, and discuss any proposed changes. At the end of the appraisal a summary will be recorded confirming if the appraisal qualifies as satisfactory for Level A, Levels B, C & D performance will be recorded aligned with Learning & Development targets, as well as recommendation for any additional bonus up to Level E. The key at the end of the appraisal is that both parties have had the opportunity to review and contribute, and then agree on the content.
BUK Performance Appraisal Cycle
The annual appraisal period begins on April 1 and ends on May 30. This is mandatory for everyone. An optional interim appraisal done mid-year (begins on October 1 and ends on November 30) can be recommended by line managers, as may be deemed appropriate. Some departments, for example some Sales teams, conduct quarterly appraisals along with the standard annual appraisal. Please note that in the event a quarterly appraisal has been missed, a line manager can still opt to set objectives for the next quarterly appraisal. It is essential to understand that the appraisal is a continuous cycle, not just a once-a-year event, with feedback linking each part of the process.
BUK Performance Appraisal Process
The four stages of the appraisal process are:
- Line Manager Review, where your line manager reviews your previous year’s performance (if applicable) and initially sets objectives and expected contributions for the year ahead;
- Employee Review, which gives you access to your line manager’s review and lets you comment on your objectives, tasks and competencies;
- Appraisal Meeting, where your line manager records the output of your one- to-one meeting;
- and, Sign Off, where your line manager finalises your appraisal.