Appraisal
In December 2005 we were contacted by a not for profit organisation based in central London who needed to implement an appraisal process. The reason? They had lost a couple of tribunal claims for sex discrimination and the tribunal had recommended that one of the reasons they lost the cases was because they were unable to demonstrate fairness in their actions as there was no appraisal evidence to suggest that employees had been treated fairly.
We worked with the management team to agree that a competency based process was the way forward and we involved the management team in the design of the process. The aim was not to link the appraisal directly to pay or to focus on job objectives. Instead, it was to provide people with feedback on theiur strengths and development needs against the organisation's competency model. As it happens they did not have a competency model so the first job was to develop that for them!
The process was delivered in May 2006 and we trained the management team in the use of the process and in how to give good feedback. As part of the implementation we also committed to reviewing the process on an ongoing basis for no additional cost as we recognise that new processes always require some tweaking. We are about to start work on reviewing the process in the first quarter of 2008.
