Scope

This policy applies to all employees of The Akidamy who are subject to appraisals. It is aimed at ensuring that the appraisal process is conducted in a fair, transparent, and meaningful manner.

Audience

This policy applies to all employees and representatives of The Akidamy who are subject to appraisals.

Purpose

The purpose of the appraisal process is to assist employees in achieving their full potential by identifying their strengths, weaknesses, and development needs. Appraisals help to align individual goals with organisational goals, promote employee growth and development, and facilitate communication between employees and their managers.

Appraisal Process

The appraisal process will involve setting objectives, assessing performance against those objectives, and identifying development opportunities. The appraisal discussion will be two-way, with the employee having the opportunity to provide feedback and suggestions for improvement.

Frequency

Appraisals will be conducted annually, with an interim review at the six-month mark. This interim review will help to ensure that progress is being made, and goals are being achieved on time.

Preparation

Both the employee and their manager should prepare for the appraisal discussion. The employee should complete a self-assessment, identifying achievements, challenges, and areas for improvement. The manager should review the employee's job description, objectives, and performance to date, and prepare feedback for the discussion.

Documentation

Documentation of the appraisal discussion, including objectives, feedback, and development plans, should be recorded on the company's appraisal form and kept in the employee's personnel file.

Confidentiality

All appraisal discussions and documentation are confidential and should only be shared on a need-to-know basis. Only the employee's manager, HR, and the employee themselves should have access to the appraisal information.

Appeals Process

If an employee disagrees with their appraisal assessment, they may appeal the decision to their manager and HR. A meeting will be arranged to discuss the appeal, and a decision will be made based on the information presented.