Appraisals
Regular staff appraisals provide an opportunity to review performance, celebrate achievements, identify strengths and agree future development goals. Effective appraisals help practitioners feel valued, supported and motivated, contributing positively to staff retention and job satisfaction.
Appraisals should:
- Take place regularly, typically annually, with progress reviewed throughout the year
- Be a two-way discussion where staff can reflect on their experiences, achievements and aspirations
- Review performance against job descriptions, responsibilities and previous objectives
- Identify training, professional development and career progression opportunities
- Discuss wellbeing, workload and any support needs
- Recognise and celebrate successes and contributions to the setting
- Agree clear, achievable objectives and an action plan for the coming period
Appraisals work best when they are supported by regular supervision meetings and ongoing feedback throughout the year, rather than being viewed as a standalone annual event. Together, supervision and appraisal processes help create a culture of continuous improvement, professional growth and high-quality practice.
Benefits of appraisals
Well-conducted appraisals can:
- Improve staff engagement and morale
- Staff feeling valued
- Support professional development and career progression
- Identify future leaders within the setting
- Improve retention by demonstrating investment in staff
- Strengthen the quality of teaching, learning and care
- Provide opportunities to discuss safeguarding responsibilities and professional conduct
- Support workforce planning and succession planning
In an early years and childcare setting, appraisal discussions should also consider the impact of practitioners' work on outcomes for children and families, ensuring continuous improvement in the quality of provision.
Appraisals should be used as an opportunity to identify and support practitioners' professional development needs. By discussing strengths, achievements, areas for development and future career aspirations, managers can work with staff to create meaningful development plans that benefit both the individual and the setting.