Staff appraisal
Performance reviews provide an opportunity for …
- … a meaningful dialogue between employees and their line manager.
- … the sharing of feedback and expectations.
- … constructive criticism.
- … discussing problems.
- … agreeing on objectives.
- … motivating employees.
New Work, shifting values and self-fulfilment – our working world is undergoing massive transformational changes. The role of a team leader is also changing. This has an impact on performance reviews too. In the past, the focus tended to be on strictly dictating to your staff the direction in which they should develop.
Today, however, a manager should take employees’ individual development needs seriously and take them into account. Employees should be able to have a say and help shape their own development. And they should be encouraged to reflect on themselves, their work and their position within the organisation.
The Collective agreemen for the public sector in the federal states (TV-L) stipulates that employees are entitled to a regular (at least annual) meeting with their line manager.
| When/Duration | Regularly and as and when required |
| Aim | Reflecting on and improving collaboration |
| Main Focus | Mutual discussion between managers and staff on important, current issues |
| Important | Make feedback personalised and as specific as possible, and tailor it to individual staff members |
| When/Duration | 1,5 - 2 hours |
| Target | Define the objectives, in terms of content and timeframe, that employees are expected to achieve |
| Main Focus | Setting project, innovation, skills and development objectives |
| Important | Reaching an agreement and establishing a commitment |
| When/Duration | Every three years or as and when required (e.g. a post becomes vacant) |
| Aim | Steer the employee’s desire for change in the right direction, develop a joint plan and set time-bound targets for the employee to achieve |
| Focus | The employee’s personal goals, potential and aspirations |
| Important | Stay honest and realistic |
| When/Duration | 1-2 hours |
| Aim | Highlight the employee’s knowledge, abilities and skills |
| Focus | Joint reflection |
| Wichtig | Find suitable qualification measures |
Source: HÜF E-Learning Course – Conducting sustainable discussions with staff (German Version)
The annual supervision meeting with the PhD supervisor and the associated meeting of the PhD Supervision Committee are mandatory parts of the PhD process and are supported and monitored on an individual basis by the respective faculties at HHU. The points of contact are the PhD offices or the faculties’ graduate academies.
The career review serves as an annual progress review conducted jointly by postdocs and their supervisors. It focuses on the postdocs’ career development and the setting of realistic career goals.
Postdocs can prepare for these meetings with several guidelines (career guide, Feedback guide etc.).
Supporting measures
As a manager, make sure you maintain regular communication with your staff and set aside sufficient time for this. Performance reviews should be thoroughly prepared, and you should evaluate and reflect on them afterwards. This will also help you to develop further in your role as a manager.
The following e-learning resources will help you prepare for staff appraisals and provide you with useful tips on how to conduct them.
You can log in using your university account or an existing HÜF ILIAS account and access the course without having to register or be granted access.