Performance Management : Performance Management AIESEC New Zealand
Performance Appraisals : Once a month
Always one hour (more for Appraisee)
Coffee chat scenario Performance Appraisals
Performance Appraisals : Two Sections:
Part A – Appraisee to complete
Part B – Appraiser to complete with Appraisee Performance Appraisals
Part A : 1. Has the past month been good/bad/satisfactory or otherwise for you, and why?
2. What do you consider to be your most important achievements of the past month?
3. What do you like and dislike about working for AIESEC?
4. What elements of your job do you find most difficult?
5. What elements of your job interest you the most, and least? Part A
Part A : 6. What do you consider to be your most important aims and tasks in the next month?
7. What action could be taken to improve your performance in your current position by you, and your VP?
8. What kind of work or job would you like to be doing in one/two/five years time?
9. What sort of training/experiences would benefit you in the next year? Not just job-skills - also your natural strengths and personal passions you'd like to develop - you and your work can benefit from these. Part A
Part A : In light of your current capabilities, your performance against past objectives, and your future personal growth and/or job aspirations, what activities and tasks would you like to focus on during the next year.
Again, also think of development and experiences outside of job skills - related to personal aims, fulfilment, passions. Part A
Part B : To be completed during the appraisal by the appraiser - where appropriate and safe to do so, certain items can completed by the appraiser before the appraisal, and then discussed and validated or amended in discussion with the appraisee during the appraisal.
B1 Describe the purpose of the appraisee's job. Discuss and compare with self-appraisal entry. Clarify job purpose and priorities where necessary.
B2 Review the completed discussion points, and note the points of and action. Part B
Part B : Discuss and agree the skills, capabilities and experience required for competence in current role, and if appropriate, for readiness to progress to the next role or roles. Note the agreed development areas:
Discuss and agree the specific objectives that will enable the appraisee to reach competence and to meet required performance in current job, if appropriate taking account of the coming year's plans, budgets, targets etc., and that will enable the appraisee to move towards, or achieve readiness for, the next job level/type, or if no particular next role is identified or sought, to achieve the desired personal growth or experience. These objectives must adhere to the SMARTER rules - specific, measurable, agreed, realistic, time-bound, ethical, recorded. Part B
Further Info : www.businessballs.com/performanceappraisalform.pdf
Non AIESEC Template Further Info