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Performance Cycle

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The performance appraisal process should not be viewed as a one off event or stand-alone meeting which must take place once or twice a year.  In order to be truly successful, it should be characterised as a process of continuous dialogue between Manager and Employee, with formal opportunities for ‘check in’ during the year, in order to evaluate past performance, provide further feedback and agree or revise future priorities.

The four major components of the performance management cycle are outlined below and are reflected in our flowchart:

  • Set Expectations
  • Ongoing Feedback
  • Mid-Year Review
  • Annual Performance Review

Step 1 – Set Expectations

Goal setting is fundamentally about agreeing the focus of each Employee’s performance for the forthcoming appraisal period. Appropriately developed goals involves a process of setting individual performance expectations which are aligned to organisational priorities and objectives and which are deemed to be critical to order to achieve meaningful results.