Appraise

=APPRAISE =

We APPRAISE staff, not evaluate them.  This principle focuses on the development of all staff. Don't criticize every move, but appraise through constructive and formative approaches.

An effective appraisal system is one that is standard and coherent and adheres to best practice and principles. It is a process which: - is fair to all - is based on sound principles - allows problems to be detected early and therefore acted upon quickl - assures both consistency in approach and documentation when applied correctly

Such a system ensures that staff realise they are respected and valued, and the institution transparently communicates its principles in a clear seven-stage process. Ongoing feedback to support and enhance performance is a key element of the appraisal programme and the whole DREAM management philosophy. Effective two-way feedback should not only enhance performance and morale, it should contribute to more fruitful subsequent discussions and on-going work.

For such ongoing enhancement to take place appraisal must involve forms of reflection that reveal the assumptions which inform our present practice. It is only by accessing and developing these assumptions that we can meaningfully alter our behaviour; without this depth of understanding change will be superficial and shortlived. The role of the appraising manager is, therefore, that of catalyst in a mutually reflective process leading to thorough on-going //self//-appraisal. Appraisal that is merely considered external to the value system of the appraised and does not significantly impinge upon it is likely to lead to formal rather than formative procedures.