Viii section v comments by reviewing manager having

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VIII Section V - Comments by Reviewing Manager Having carried out the appraisal interview and made your observations on the job-holder's future progression, we have provided a section wMch reflects the input of your superior manager. This will provide an opportunity for a senior manager to endorse your assessment of your subordinate's performance, the rating and your comments on his personal development and placement. It is also useful to have a provision on the form to have involvement by a third party of areas where job-holder and appraisor have not reached mutual agreement. Whereftiis has occured, the outcome of the supervising manager's involvement in the discussions between job-holder and appraising manager can be recorded in this section of the document. - 4 -
2. GUIDELINES FOR COMPLETING THE UCL APPRAISAL FORM The following notes have been prepared to assist those personnel who will be appraising their subordinates using the UCL appraisal form. a) Preparation. The job-holder's immediate superior (appraisor) reviews the subordinate's progress for the past 12 months, comparing results achieved against duties/targets previously agreed. He determines the rating for the year's work after due consideration of the subordinate's results and efforts. He considers the subordinate's improvement in performance against previous years. Where appropriate he also considers the likely development aspects and training requirements. If the timing is appropriate he should also consider objectives for the next 12 months. If necessary the appraisor may discuss aspects of the assessment with Ms own boss to obtain advice, guidance or endorsement. The appraisor should give the subordinate reasonable notice of the interview - at least 3 or 4 days - so that the subordinate can prepare. The attached "Preparation Guide" (Appendix C) has been prepared to help the subordinate prepare. The Guide also gives notice of the impending appraisal interview. b ) Definition of Rating Scale. A new Rating Scale has been introduced by UCC this year which will apply to all UCL staff employees. The scale to be used in making these ratings is as specified on pages 3 & 4 at the beginning of this Handbook (Part I). c ) Determination of Rating. The appraisor and subordinate meet to review the year's work. The results achieved during the year are discussed and noted in column 2 of Section IA of the form in terms of their being "On", 'Above" or "Below" target. Comments relating to the achievement or non-achievement of each duty/target are noted in column 3. Aspects of the subordinate's performance which were not specifically identified or quantified should be noted under the heading "Summary of Year's Work" - first half of Section IB. Comments on the subordinate's approach to the job - ie: Ms attitude, co-operation, initiative - should be recorded in the second half of Section IB 0 The appraisor then makes Ms final judge- ment on the rating, taking into account the comments in Sections IA and IB and the discussion which has led to those comments. TMs rating is entered in the box provided in Section IC and the reasons for the rating noted in the space provided. This information is communicated to the subordinate.

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