Appraisals, bonuses and promotions
You should approach performance management carefully and consistently to help your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. develop and to catch any problems early on. This section will help you to understand when and how to set up a performance management process and who should be covered by it. This includes how to carry out a performance review, write a personal development plan and how to deal with Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer. who are on A period of time during the beginning of an employment relationship where new hires can usually be dismissed with less notice.. The section also covers offering incentives to your Anybody who works for a business, whether as an employee, casual worker, apprentice, agency worker or freelancer., such as bonuses and promotions.
Managing staff performance
- 1.Do I have to have a formal performance management process in place for my staff?
- 2.How should I performance manage freelancers, casual workers and agency workers?
- 3.What is involved in a formal performance management process?
- 4.What preparations should I make before putting a formal performance management procedure in place?
- 5.If my employee's contract says they automatically get a pay rise or bonus, do I have to honour it?
- 6.How do I prepare for a performance review or appraisal?
- 7.How do I conduct a performance review or appraisal?
- 8.What should I include in an employee's personal development plan?
- 9.How do I manage the performance of a staff member during their probation period?
- 10.Can a staff member be accompanied to a final probation meeting?
- 11.Do I need to offer a performance review to a staff member who is absent from work on a period of sick leave or family related leave?
- 12.What records should I keep about a staff member's performance?
Development opportunities and incentives
- 13.What types of incentive can I offer my staff?
- 14.What do I need to do to make sure I am giving equal opportunities to my staff when I offer incentives?
- 15.What do I need to think about when offering development opportunities to my staff?
- 16.How do I make sure I am acting fairly when deciding upon staff promotions?
- 17.What do I need to do when I promote a member of staff?
- 18.Should I offer a bonus scheme to my staff?
- 19.Should I have a discretionary bonus scheme?
- 20.Should I have a performance-related bonus scheme?
- 21.Should I have a guaranteed bonus scheme?
- 22.How do I ensure that I am acting fairly when operating my staff bonus scheme?
- 23.Do I have to open up my bonus scheme to temporary and/or part-time staff?
- 24.How do I decide whether to offer a bonus to my staff under a discretionary bonus scheme?
- 25.How do I decide whether to award a performance related bonus to my staff?
- 26.How do I decide whether to award a bonus to my staff under a guaranteed bonus scheme?
- 27.How do staff shares or share option schemes work?
- 28.Do I need to pay a bonus or other incentive to staff on maternity, adoption or sick leave?
Personal Development Review Form
A personal development review form can be used as part of a formal appraisal or performance review to assess and record your employee’s performance. It allows you to assess how well they have performed against their objectives, discuss any issues and set further objectives and a personal development plan. It might also be called a performance review form, a performance and development review form or a performance appraisal form. You can provide this template to your employee in advance of their appraisal meeting and ask them to complete relevant sections of the form. This will help you to assess how well they have met their objectives, discuss any issues and establish their development needs for the future.
£10 + VAT
Probation Review Form
This template Probation review form allows you to record the progress of your employee throughout their probation period. It is good practice to use a Probation review form to keep a record of how a staff member is progressing, set objectives for your staff member and assess their performance against those objectives during their probation period. This template form suggests key competencies to look at throughout the probation period and includes an outcome section to record whether your staff member has passed their probation (and if not, why not) and/or whether the staff member’s probation period should be extended (and if so, why and what areas of improvement are needed). Completing the information in this template Probation review form throughout your staff member’s probation period helps you give appropriate advice and guidance. It also provides good records to support your conclusions about the outcome of your staff member’s probation.
£10 + VAT
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