Objectives, competencies, ratings, calibration, pay review, probation and 1-to-1s in one workbook
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Good appraisals are fair, consistent and joined up: objectives agreed at the start of the year, regular 1-to-1s, honest ratings against a clear competency framework, a calibration meeting so one manager's 'Meets' means the same as another's, training to close the gaps, and a pay review that rewards performance within a budget. This workbook holds every part of that cycle for up to 100 people, calculates each person's scores and band, checks the spread of ratings against your target distribution, works out pay increases from a merit matrix and prints a two-page appraisal form.
See how it works
The sheets you will use most, in the order you will use them – shown with the sample data every workbook comes with.
Step 1
The competency framework, level descriptors and weightings. What you do: tailor once; review yearly.
Step 2
Everyone in the appraisal process. What you do: add starters at the bottom; give leavers a leaving date.
Step 3
SMART objectives, progress and ratings. What you do: enter the yellow columns.
Step 4
Self and manager ratings, mid-year and year-end, and the dates reviews were held. What you do: enter after each review.
Who it is for
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