Option 1: The Standard One To One Appraisal Conversation
There are two types of standard template for option 1. One for people managers at all levels, and one for non-managers – i.e. where you have no line management responsibility. You should choose to use the standard One to One Appraisal approach whenever possible and especially when:
- You are a smaller team or department
- You have multiple Appraisers available
- If you are a People Manager
- If you are a Preceptor or if you are in a specialist role where objectives need to be specific to you
Templates for Option 1:
| One to One Appraisal Conversation for People Managers |
|---|
Guidance and Resources for Option 1:
| Detailed Guidance for Appraisers | Click here |
|---|---|
| Detailed Guidance for Appraisees | Click here |
| Support and Guidance on Setting Objectives | Click here |
| Sample objectives for Divisional and Corporate Senior Leaders | Click here |
| Values and Behaviours Framework | Click here |
| *People Managers* - for support on setting objectives and to view some sample objectives | Click here |
| For support on discussions around next career steps, we recommend both Appraisers and Appraisees access the NHS Scope for Growth framework | Click here for more on the 'NHS Scope For Growth' Framework |
| When discussing career conversations and development, either for yourself or your Appraisee, Apprenticeships can be a powerful tool, whether you are just starting out or looking to upskill | Click here for more on Apprenticeships at LUHFT |
Further Support:
- Need help recording appraisals on ESR? - Click here
- ESR FAQ's - Click here
- General Appraisals FAQ's - Click here
- Pay Progression FAQ's - Click here
For further support or information on Appraisals and Pay Progression in ESR - Click here
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