As the financial year draws to a close most organisations will have now completed their annual budgets for the upcoming year, which of course includes runeration costs. While it may be mathatically straightforward to estimate next year’s costs, runeration is far more than just a budgetary exercise as it involves a practice’s the most valuable resource – ployees.Assessing runeration should be based on a thorough review of each mber’s performance over a preceding ployment period. Additionally, other key benefits that may be derived from a meaningful staff appraisal program include practice owners ensuring the highest quality service to patients, staff mbers achieving greater job satisfaction, and greater harmony in the workplace.Staff appraisals are an effective managent tool that should yield the following benefits for individuals, the practice and the practice owner.Relationship Building: A vital opportunity for face-to-face, personal discussion, strengthening the bond between ployers and staff mbers. By seeking staff feedback on practice operations through 360 degree reviews, it signals the ployer’s respect for opinions from all staff;{{quote-A:R-W:400-Q: Staff appraisals are an effective managent tool that should yield the following benefits for individuals, the practice and the practice owner }}Performance Managent: Provides the opportunity to say ‘well done’ and ‘thank you’ for good work while allowing for frank, constructive discussion to improve performance in areas where a staff mber is less effective; andPersonal Development: Expresses sincere ployer interest in ployees’ personal career development, possibly even extending beyond just job performance.The programIt is timely to consider the entire staff appraisal program so it is not treated as any other routine exercise.In larger practices it may be a time-consuming exercise that needs to be completed without the interference of day-to-day patient care and practice operations. Consequently, a meaningful starting point should be an organisation chart clearly indicating the person to whom each ployee is directly accountable. In some cases, such as the practice manager, the number of appraisals could be onerous and may require sharing with other senior staff who also have direct dealings with the ployee.A pre-printed staff appraisal form should be available to assessors and staff so there is advance notice of the subject areas that will be addressed. Ideally, it should also contain the expressed mission and values of the practice to which ployees are expected to live up to.Effective appraisal programs should be:
- Continuous and consistently undertaken
- Positive and interactive
- A comparison of actual performance to set targets and objectives
- Relative to practice personnel policies
- An opportunity to motivate staff
- Identify relevant training needs
- Welcome feedback from staff.
An appraisal program should also touch on personal attributes or areas of group involvent, such as:
- Quality and quantity of work – efficiency
- Assigned responsibilities and initiative displayed – performance
- Whether supervision is frequently required – self motivation
- Attitudes to practice, staff and fit with internal culture – business values
- Attendance and punctuality – reliability
- Communication and interpersonal skills – teamwork.
Time framesStaff Appraisals should be geared to address two separate time periods:
- Performance Review (past 6-12 months): Assessment of quality and quantity of work performed during preceding months, affording staff an opportunity to assess their own performances and provide feedback on practice operations or personnel generally;
- Development Review (upcoming 6-12 months): Jointly agreed upon plan for development of each ployee aimed at improving career opportunities and personal contribution to the practice. The agreed development plan, including targets and objectives for upcoming 12 months, should form the basis of the following year’s performance review.
While a full-blown assessment may be inappropriate for recently ployed staff their performance must be maintained at satisfactory levels. Depending on their length of service, an interim assessment may be considered.A regular staff appraisal program can improve quality and quantity of work. It can also lift practice standards and image.Staff appraisals are linked to productivity, time managent and professional development through formal education and training, which subsequently provides career opportunities and greater staff satisfaction.
