{"id":775,"date":"2016-05-03T13:53:20","date_gmt":"2016-05-03T12:53:20","guid":{"rendered":"https:\/\/workwithimpact.co.uk\/news\/being-clear-on-purpose-the-first-of-our-new-series-top-tip-tuesday-on-performance-appraisal\/"},"modified":"2022-04-11T20:55:10","modified_gmt":"2022-04-11T19:55:10","slug":"being-clear-on-purpose-the-first-of-our-new-series-top-tip-tuesday-on-performance-appraisal","status":"publish","type":"post","link":"https:\/\/workwithimpact.co.uk\/news\/being-clear-on-purpose-the-first-of-our-new-series-top-tip-tuesday-on-performance-appraisal\/","title":{"rendered":"Being clear on purpose &#8211; The first of our new series \u2018Top Tip Tuesday\u2019 on Performance Appraisal"},"content":{"rendered":"<p><strong>Performance Appraisal Tip 1 &#8211; Being Clear on Purpose<\/strong><\/p>\n<p>The obvious purpose for appraisals is to review performance but to what extent? You might use them for decision making and reward, such as whether someone is ready for promotion or if they will get their bonus. This is likely to require alignment with reward and remuneration processes. Another option is to review performance against a competency framework, possibly with the use of rankings or scores. Or development might be the main focus, where feedback and training needs are identified. Whatever the purpose, ensure that the design of the system allows you to do this efficiently and effectively.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Performance Appraisal Tip 1 &#8211; Being Clear on Purpose The obvious purpose for appraisals is to review performance but to what extent? You might use them for decision making and reward, such as whether someone is ready for promotion or if they will get their bonus. This is likely to require alignment with reward and [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[11],"tags":[],"_links":{"self":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/775"}],"collection":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/comments?post=775"}],"version-history":[{"count":1,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/775\/revisions"}],"predecessor-version":[{"id":1904,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/775\/revisions\/1904"}],"wp:attachment":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media?parent=775"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/categories?post=775"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/tags?post=775"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}