Appendix 2: Staff development programme evaluation template
Introduction
The goal of this evaluation is to judge as well as possible the possibilities of a person to grow within the organisation. Evaluations are always subjective. We want to make this evaluation as objective as possible. Therefore four people will do this evaluation for one person. In this way the opinion of four people all looking at the person from a different angle are taken into consideration. The four persons who will do this evaluation will be: The HR manager, a direct colleague with who you have been working closely, member of senior management that knows you well, and finally yourself. The person from senior management should be the person who is most involved in the day to day work of the person who is under evaluation. The evaluation consists of three parts. The first part is about past performance. Performance in the past is an indicator of performance in the future. However it is no more than an indicator. Therefore we want to know about somebody’s professional attitude as well. This is analyzed in the second part; the potential indicators. The third part is about the skills we request for a role as senior management. We want to know whether you already posses some of those skills. If you do not possess those senior management skills it does not mean that the person cannot be part of the staff to growth project. A person can get those skills during the project and a person can increase their capabilities and improve their position without going directly to the senior management position. The evaluation is estimated to take place at the end of 2010.
The evaluation form is based on the yearly performance evaluation as held by Mango Tree. It holds the same 5-point scale. However the explanation differs from the performance evaluation. The reference when evaluating should be on the progress a person has made.
Evaluation Ratings Descriptions:
- = Very strong positive indicators; the person evaluated has given very strong indications for their ability to grow
- = Strong positive indicators; the person evaluated has given very strong indications for their ability to grow
- = Neutral; the person evaluated does not give strong signs that there is ability to grow. There are no strong positive or negative indicators
- = Negative indicators; the person evaluated has shown that they are not willing or able to improve on a certain aspect, or progress is going slowly.
- = Strong negative indicators; the person evaluated has shown no progress despite strong effort from Mango Tree to improve on certain aspects
Past performance
Potential indicators
Required Skills
Appendix 3: The GROW model for the personal development plan
Introduction:
This is the template to be used for the development of the personal development plan. The PDP is based on the GROW model. The starting point of the GROW model is that the best person to make sure you are growing is you. The supervisor and the company are here to facilitate that growth.
The model looks at four distinct steps to analyse what you will do.
- Analyse the goals you have and decide what the most important goals are.
- Check whether the goals are realistic.
- See which Options you have to reach the goal.
- Check your will to reach your goal and the plan to achieve it.
Although you are the initiator for the plan you make it together with your supervisor. It has to be in alignment with the organisation’s objectives and realistic given the abilities of the company. It can well be that you have to fill in parts a few times going back and forth in what you want given new insights and inputs.
Goals:
The first part to fill in is goals that you have. Feel free to fill in as many goals you can think of, extending the boxes if need be. Sources that you can think of are goals that came out of your performance evaluation, goals that the company or the department has due to changes in the organization, or goals that you have as an individual of which you feel improve your performance within your role in the organization.
