Travel Radar: Appraisals Training Video

Hey there and welcome to this brief look at how we conduct appraisals here at Travel Radar. As a duty editor, team

Travel Radar. As a duty editor, team leader or department manager, you're key in our quarterly appraisal program aimed at reviewing colleague performance and

setting performance goals for the coming quarter.

Whether this is your first set of appraisals or your fourth, please take a few moments to watch over this training video to familiarize yourself with the

process. Let's get started then. First

process. Let's get started then. First

things first, let's show you where to access the appraisal template. It is

important that we always use company templates when completing HR tasks such as these to ensure fairness and uniformity in our procedure.

To access the forms, head over to the internet, then the manager team page, then scroll to the bottom to locate the centralized forms document library. In

here, you will see several PDF documents.

Download to your device the document titled quarterly appraisal team form.

This is the one we'll be using.

Once you open the file on your device, you will see the PDF document is editable directly in your browser. No

additional software is required.

Begin by filling out the top boxes to include the date, the department you are appraising members from, for example, editorial team, your name and ro title,

and then include the number of colleagues being appraised and the current year and quarter number.

Below this header section, you will see each line allows you to input the appraisal for a different team member.

You will be asked their name, scores for five assessment areas, and a short box to add any comments.

Begin by filling out the staff member's full name, and fill out your score for each assessment area.

The choices for each assessment area are excellent, good, fair, or poor.

The purpose of an appraisal is to be a frank, open, and two-way discussion between a colleague and travel radar.

You should approach the assessment area score openly and begin conversation by discussing any observations you have for that area. These could be things you've

that area. These could be things you've directly seen yourself on shift with that colleague or notes from other managers and on their HR file.

After your chance to speak, allow the colleague a chance to reflect and present their views, too.

After you have both had an opportunity to discuss that assessment area, read out the four possible options and agree on a suitable grade for that area.

A top tip for deciding grades is to allow the colleague an opportunity to pick a suitable score and then agree or disagree with their ranking.

When you both agree on the score, move on to the next assessment area and work through all five areas.

The main benefit from an appraisal is the discussion between yourself and the colleague. It is an opportunity of

colleague. It is an opportunity of self-reflection.

At the end of each line, you will see a comments box. Use this to record any key

comments box. Use this to record any key points of discussion such as key achievements for high scores or key areas of improvement for lower scores.

Do not feel as though you have to write a lot. Just make a note of key points

a lot. Just make a note of key points and remarks.

Looking at the second page of the form, you will see a larger box to make a note of general observations, particular cases where you feel additional comments

are necessary, or any other remarks you feel relevant to add context to the appraisals completed.

Use this space to record more detailed notes of particular discussions where necessary.

Finally, at the bottom of the form, select the most appropriate option.

Green if all have passed their appraisal successfully. No fair or poor grades for

successfully. No fair or poor grades for any assessment area. Light red if you feel some staff need additional support.

Normally, if you have selected fair as a grade for one or more area, and dark red if you feel a more formal approach should be taken with a particular

colleague. Normally, if you have

colleague. Normally, if you have selected poor for two or more areas.

Once your form is completed, be sure to save it to your device and then email it over to the people team on peopleraar.

The people team will review your appraisal and be in touch with any follow-up comments or support necessary.

They will also take care of uploading the appraisal to staff files as appropriate.

If you feel you need any additional support before completing this task, reach out to your line manager. From all

of us here at Travel Radar, thank you for playing your part in our quarterly appraisals and we look forward to receiving your completed forms on time.

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