Staff Appraisal Scheme:

1 Key Features of the Scheme


For the Scheme to work it is essential that all those involved should approach it with a serious commitment to success.


If members of staff are to undertake a serious examination of their plans for development they must be entirely confident about the confidentiality of the process. Any doubts about confidentiality will seriously undermine the entire scheme. These comments about confidentiality apply equally to the security of records.


The fundamental purpose of the Staff Appraisal Scheme is to encourage the development of staff and of the institution.   This developmental emphasis will be an essential part of the Action Plans generated during the appraisal interviews. The identification of scope for development does not carry with it any assumption of weakness in that area, in many cases staff will seek to build on existing strengths.
Action Plans will be followed up in a number of ways. These procedures will be confidential to those directly involved:
- Appraisers will be asked at their own appraisal about the development of their appraisees
- Heads of Department will be asked at their appraisal about the extent to which they have fostered the development of the staff in their department.
- Heads of Department will be invited by the STD Office to suggest areas where training and development might be made generally available.
- a statement of training and development activities will be produced as part of the appraisal process.
- appraisees will be able to approach STD directly.
These initiatives will lead to a wide range of outcomes including informal groups within or between departments, attendance at external conferences and courses, STD workshops, and ongoing work with individuals or small groups.


Training will be mandatory for appraisers and available for appraisees.