Purpose
An appraisal interview is a regular, structured conversation between a manager and an employee about performance, goals, and development. The aim of this work instruction is to hold appraisal interviews consistently and fairly and to document agreed goals and measures.
Prerequisites
| Type | Requirement |
|---|
| Information | Goals and results of the previous period |
| Tools | Appraisal form, private meeting room or online meeting |
| Time | 60 minutes for each interview |
Safety and Warnings
- The content of the interview is confidential and may only be shared with authorized persons
Work instruction
| Responsible |
Step |
Procedure |
Needed tools |
|---|
| Line manager |
Schedule interview |
Invite the employee at least 2 weeks in advance and share the appraisal form |
Calendar, Appraisal form |
| Line manager, Employee |
Prepare |
Both prepare by reviewing goals and results and completing their part of the form |
Appraisal form |
| Line manager |
Conduct interview |
Discuss results, feedback, cooperation, and development wishes; listen actively and give concrete examples |
Appraisal form |
| Line manager, Employee |
Agree goals and measures |
Agree on goals for the next period and on training or development measures |
Appraisal form |
| Line manager |
Document and sign |
Document the results, have the form signed by both parties, and hand a copy to the employee |
Appraisal form |
| Head of HR |
File and evaluate |
File the form in the personnel file and add training needs to the training plan |
HR system |
| Line manager |
Follow up |
Check progress on goals and measures in regular one-to-one meetings |
Calendar |
Expected Result
The interview has been held, results, goals, and measures are documented and signed, a copy is with the employee, the form is filed in the personnel file, and training needs have been passed on to HR.
Troubleshooting
| Problem | Possible cause | Solution |
|---|
| Disagreement on the assessment | Different views on performance | Record both views on the form and involve the Head of HR for a follow-up discussion |
| Employee does not sign the form | Disagreement with content | Record the objection on the form and involve the Head of HR |
