(A pdf version of this policy is available for download here)
Introduction
St Stephen in Brannel Parish Council is committed to the wellbeing and development of all staff in order that they can perform and reach full potential in their role.
The Council believes that an important part of this commitment involves having a clear appraisal process in place. The process will ensure good communication between employer, managers and employees as well as helping improve the quality of working relationships, staff’s motivation, job satisfaction and personal development.
What are appraisals?
ACAS define an appraisal as “an opportunity to take an overall view of work content, loads and volume, to look back on what has been achieved during the reporting period and agree objectives for the next.”
When do appraisals take place?
The formal annual appraisal interview takes place in September. Quarterly 121’s will take place in March June and December however any exceptional performance or issues within an employee’s role will be dealt with in the normal course of daily management.
Appraisal arrangements
The Chairman and Vice Chairman of the Staffing committee will undertake the appraisal interview of the Clerk & RFO.
The Clerk will undertake the appraisal interviews of the Assistant Clerk and Operations Manager.
The Clerk and Operations Manager or Assistant Clerk will undertake the appraisal interviews of all other staff.
Those nominated to undertake the interview must be open minded and have no existing issue with the staff member. In addition, those nominated must be suitably trained prior to the interview. In the event of the aforementioned criteria not being met, the Staffing committee will appoint an alternative representative.
Each staff member will be sent an invitation, along with a copy of the appraisal forms, to their interview five working days in advance.
The appraisal will take place in a location free from interruption and disturbance – this will normally be the parish council office.
Appraisal process
The appraisal interview will
- Compare job description to current role;
- Review the action points and objectives from the previous appraisal;
- Consider performance over the past year;
- Look at training and development needs;
- Set development actions points;
- Set new SMART (Specific, Measurable, Achievable, Realistic and Timebound) objectives; and
- Record the agreed action points and objectives.
A written record of the interview will be kept by completing the appraisal form.
The completed appraisal form will be signed by those nominated to carry out the interview and by the staff member.
If the staff member is dissatisfied with the appraisal, they should put their concerns in writing for consideration by the Staffing committee.
Wellness Action Plan (WAP)
Before each appraisal, the staff member will be provided with a Wellness Action Plan. This document only needs to be completed for the 121 held in June unless the staff member wishes to raise a concern due to feeling stressed or starting to suffer with their mental health.
Appraisal conclusion
Once the appraisal interview has taken place, the outcome together with any action points, objectives and training requests will be reported to the Staffing committee.
The Staffing committee will consider the report and put recommendations to Full Council.
The completed appraisal form will be placed on the staff members personnel file for future reference.
Reward Reviews
Reward reviews provide for salary increments, bonuses and similar to be awarded on the basis of a staff members performance. This will be considered by the Staffing committee at the same time as the appraisal report. Any decision made will be reported to individual staff members.
[Adopted by Full Council at the meeting held on Wednesday 4th May 2022 under minute reference FPC105/22. Due for review in May 2025.]