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Plan and Appraise Performance: Tips and Tools for Effective Appraisals

Performance appraisals don't need to be painful for all concerned. When done well, performance appraisals provide employees, team members and management with constructive comments on how to work better together. This module includes a discussion on:
  • 360 degree appraisals
  • Ongoing coaching and counseling
  • Legal implications of performance appraisals

This module is for first-time or well-seasoned managers who want to conduct non-confrontational, open discussions with employees.

This module can be presented in two to four hours, depending on participants' skill level and teaching objectives. The module includes:

  • Break out groups to solve team problems
  • Discussion on techniques for team development
  • Exercises and presentations
  • Practice sessions and role plays
The participant's workbooks contain reference text and exercises, are bound and three hole punched. The module is divided into three sections, one for each phase of training: the Pre-Workshop Assignment, the Workshop Material, and the Post-Workshop Action Items. Participant's workbooks can be used for classroom instruction or on a self-paced basis.

The leader's guide contains the same material as the participant's workbook, with the addition of a section of introductory notes, answers to exercises and explanatory margin notes. The leader's notes contain tips and techniques on setting up and administering the session, checklists, and other teaching aids. Other beneficial components include:
  • A listing of suggested videos which complement the material.
  • Notes which highlight key points, provide tips for training, and detail competencies to be gained.
  • Margin Notes on the workshop materials which guide the leader through the material and indicate when to ask questions, encourage discussion, use flip charts, break into groups, and refer to specific material.


By the end of this module, the participants will be able to:

  1. Identify key results and performance indicators for critical positions in the department.
  2. Write effective standards and goals for key positions in the department.
  3. Identify when it is necessary to conduct performance appraisals.
  4. Describe the performance appraisal process.
  5. Create a motivational environment in which to conduct the appraisal.
  6. Plan solutions and build skills during the appraisal.
  7. Obtain agreement on the nature of the problem.
  8. Create an action plan for improved performance.
  9. Follow-up and provide feedback.

Merit Training Corporation
Phone: 757-546-7703
e-mail: info@merittrainingcorp.com


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