{"id":806,"date":"2019-08-13T21:49:35","date_gmt":"2019-08-13T21:49:35","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=806"},"modified":"2024-04-25T01:35:24","modified_gmt":"2024-04-25T01:35:24","slug":"presenting-an-appraisal","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/presenting-an-appraisal\/","title":{"raw":"Presenting an Appraisal","rendered":"Presenting an Appraisal"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss how to present an appraisal<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-2116\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/01152656\/business-2884023_960_720-300x191.jpg\" alt=\"An employee receiving an appraisal from her supervisor.\" width=\"400\" height=\"254\" \/>One of the best ways to ensure an effective\u2014and legally defensible\u2014appraisal is to prepare in advance. For a traditional annual appraisal, well in advance. In her Muse article \u201cA First-Time Manager\u2019s Guide to Performance Reviews,\u201d Pepperdine University Career Center Director Amy Adams lays out a one year preparation plan. As Adams notes \u201cPlanning will help you deliver more comprehensive [read: effective] feedback.\u201d[footnote]Adams, Amy. \"<a href=\"https:\/\/www.themuse.com\/advice\/a-firsttime-managers-guide-to-performance-reviews\" target=\"_blank\" rel=\"noopener\">A First-Time Manager's Guide to Performance Reviews<\/a>.\" The Muse. Accessed August 20, 2019.[\/footnote] An employee should never be blindsided by a review. If you\u2019ve been providing feedback on a regular basis, the appraisal will be constructive or, on the downside, end in closure. Ongoing dialog also builds trust and a willingness to hear feedback as developmental coaching rather than a personal attack.\r\n\r\nHere\u2019s a step-by-step guide to presenting an appraisal:\r\n<ol>\r\n \t<li style=\"font-weight: 400;\">Schedule an appraisal meeting in advance. An appraisal should be presented\u2014ideally, in person or at least via videoconference\u2014and discussed, not handed off for signature.<\/li>\r\n \t<li style=\"font-weight: 400;\">Optional, but recommended: Ask the employee to complete and submit a self-evaluation prior to the appraisal meeting. This will allow your employee time to reflect and will give you a heads up on any significant differences in opinion.<\/li>\r\n \t<li style=\"font-weight: 400;\">Decide on the desired outcome and plan accordingly. Assuming you\u2019ve been provided feedback on an ongoing basis, the substance of the meeting won\u2019t be a surprise. Have the information or resources you need on hand or on call.<\/li>\r\n \t<li style=\"font-weight: 400;\">Develop your talking points.\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Focus on the most significant success factors and, based on the data you\u2019ve collected, identify specifics that warrant recognition as well as development opportunities.<\/li>\r\n \t<li style=\"font-weight: 400;\">Relate your findings to organizational or departmental goals.<\/li>\r\n \t<li style=\"font-weight: 400;\">Based on the above, identify next steps, including future SMART goals and associated action items. The objective is for the employee to come out of the meeting with a clear sense of where they stand, a renewed sense of purpose and a clear sense of direction.<\/li>\r\n<\/ul>\r\n<\/li>\r\n \t<li style=\"font-weight: 400;\">Conduct the appraisal meeting\r\n<ul>\r\n \t<li style=\"font-weight: 400;\">Provide your employee with a written copy of his or her appraisal. Discuss your observations and expectations. Invite comments. Keep feedback focused on performance, rather than the person and emphasize opportunities for improvement.<\/li>\r\n \t<li style=\"font-weight: 400;\">At a minimum, the meeting should include the employee\u2019s acknowledgement of the appraisal. Ideally, the meeting will be a springboard to the next review or appraisal period.<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ol>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/50e1bbc2-5e9f-487b-af74-c6c825dbe17f\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss how to present an appraisal<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-2116\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/08\/01152656\/business-2884023_960_720-300x191.jpg\" alt=\"An employee receiving an appraisal from her supervisor.\" width=\"400\" height=\"254\" \/>One of the best ways to ensure an effective\u2014and legally defensible\u2014appraisal is to prepare in advance. For a traditional annual appraisal, well in advance. In her Muse article \u201cA First-Time Manager\u2019s Guide to Performance Reviews,\u201d Pepperdine University Career Center Director Amy Adams lays out a one year preparation plan. As Adams notes \u201cPlanning will help you deliver more comprehensive [read: effective] feedback.\u201d<a class=\"footnote\" title=\"Adams, Amy. &quot;A First-Time Manager's Guide to Performance Reviews.&quot; The Muse. Accessed August 20, 2019.\" id=\"return-footnote-806-1\" href=\"#footnote-806-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> An employee should never be blindsided by a review. If you\u2019ve been providing feedback on a regular basis, the appraisal will be constructive or, on the downside, end in closure. Ongoing dialog also builds trust and a willingness to hear feedback as developmental coaching rather than a personal attack.<\/p>\n<p>Here\u2019s a step-by-step guide to presenting an appraisal:<\/p>\n<ol>\n<li style=\"font-weight: 400;\">Schedule an appraisal meeting in advance. An appraisal should be presented\u2014ideally, in person or at least via videoconference\u2014and discussed, not handed off for signature.<\/li>\n<li style=\"font-weight: 400;\">Optional, but recommended: Ask the employee to complete and submit a self-evaluation prior to the appraisal meeting. This will allow your employee time to reflect and will give you a heads up on any significant differences in opinion.<\/li>\n<li style=\"font-weight: 400;\">Decide on the desired outcome and plan accordingly. Assuming you\u2019ve been provided feedback on an ongoing basis, the substance of the meeting won\u2019t be a surprise. Have the information or resources you need on hand or on call.<\/li>\n<li style=\"font-weight: 400;\">Develop your talking points.\n<ul>\n<li style=\"font-weight: 400;\">Focus on the most significant success factors and, based on the data you\u2019ve collected, identify specifics that warrant recognition as well as development opportunities.<\/li>\n<li style=\"font-weight: 400;\">Relate your findings to organizational or departmental goals.<\/li>\n<li style=\"font-weight: 400;\">Based on the above, identify next steps, including future SMART goals and associated action items. The objective is for the employee to come out of the meeting with a clear sense of where they stand, a renewed sense of purpose and a clear sense of direction.<\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\">Conduct the appraisal meeting\n<ul>\n<li style=\"font-weight: 400;\">Provide your employee with a written copy of his or her appraisal. Discuss your observations and expectations. Invite comments. Keep feedback focused on performance, rather than the person and emphasize opportunities for improvement.<\/li>\n<li style=\"font-weight: 400;\">At a minimum, the meeting should include the employee\u2019s acknowledgement of the appraisal. Ideally, the meeting will be a springboard to the next review or appraisal period.<\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<div class=\"textbox tryit\">\n<h3>Practice question<\/h3>\n<p>\t<iframe id=\"assessment_practice_50e1bbc2-5e9f-487b-af74-c6c825dbe17f\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/50e1bbc2-5e9f-487b-af74-c6c825dbe17f?iframe_resize_id=assessment_practice_id_50e1bbc2-5e9f-487b-af74-c6c825dbe17f\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-806\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Presenting an Appraisal. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li><strong>Authored by<\/strong>: rawpixel. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/photos\/business-deal-laptop-working-2884023\/\">https:\/\/pixabay.com\/photos\/business-deal-laptop-working-2884023\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Pixabay License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-806-1\">Adams, Amy. \"<a href=\"https:\/\/www.themuse.com\/advice\/a-firsttime-managers-guide-to-performance-reviews\" target=\"_blank\" rel=\"noopener\">A First-Time Manager's Guide to Performance Reviews<\/a>.\" The Muse. Accessed August 20, 2019. <a href=\"#return-footnote-806-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":7,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Presenting an Appraisal\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"\",\"author\":\"rawpixel\",\"organization\":\"\",\"url\":\"https:\/\/pixabay.com\/photos\/business-deal-laptop-working-2884023\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Pixabay License\"}]","CANDELA_OUTCOMES_GUID":"4068786d-3ed5-4f3b-b408-f56177898786, 0b6e18a9-586c-4d51-8689-4d4302d46bb8","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-806","chapter","type-chapter","status-publish","hentry"],"part":798,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/806","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":11,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/806\/revisions"}],"predecessor-version":[{"id":3376,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/806\/revisions\/3376"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/798"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/806\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=806"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=806"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=806"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=806"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}