Jump to: Appraisals | Training | Continuing Professional Development (CPD)
Appraisals
Appraisals (also known as Performance and Development Reviews or Annual Reviews) are formal reviews that take place on an annual or biannual basis and is a method by which the job performance of an employee is documented and evaluated. An appraisal is normally part of the formal performance management process. Appraisal forms should be completed and logged on the employee’s personnel file. The process requires both parties to prepare well in advance of the meeting. ACAS provide appraisal templates which you may wish to use.
The appraisal aims to align the priorities of the appraisee with the goals and objectives of the parish (Mission Action Plan). By providing clearly defined individual objectives, the manager enables the employee to see how their achievements contribute to the parish’s success.
Many employees report that their appraisal, when done well, is highly motivating. Appraisals are good for ongoing performance management and maintaining performance standards, reviewing longer-term performance achievements and correcting performance issues that are significant but do not present a major problem. It is also an opportunity for the employee to let you know of any larger issues that need to be addressed, for example, a problem with another team that is affecting the employee’s performance. During, or shortly after, an appraisal, this is also often a good time to set objectives for the coming year.
In order to make objectives most effective, it is important that they are SMART (Specific, Measurable, Achievable, Relevant and Time-bound).
How to have an effective appraisal discussion?
- Prepare - Both parties should always prepare for an appraisal discussion. Take some time before the meeting to think about what has been achieved, any challenges that may have arisen, support or learning and development opportunities for the future and objectives to set for the coming year.
- Take the time - Set the meeting in your calendars in advance to give both parties the time to prepare. Find somewhere quiet to have the discussion and give the employee your time and attention.
- Set SMART objectives - Objectives set should be SMART (Specific, Measurable, Attainable, Relevant and Timely).
- Two-way - Make sure the conversation is two-way. Provide praise and feedback to the employee but also ask them open questions and for them to feedback themselves.
- Don't avoid tricky topics - Tricky topics are sometimes hard to address and find the best way to communicate. Providing feedback on tricky issues provides clarity and allows your employee to develop. Always approach with clarity and kindness.
- Agree actions - Both the employee and manager should come away from the meeting with some actions. These need to be achievable and include deadlines.
Training
Safeguarding mandatory training
Safeguarding training is mandatory for all roles and, depending on your role, there may be multiple courses which you are required to complete.
The diocesan safeguarding training page contains a table detailing the level of safeguarding training deemed appropriate.
If you require further guidance on safeguarding training, please contact the safeguarding department.
Other training
Other types of training that you should consider as mandatory within the PCC are;
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GDPR training - General Data Protection Regulation (GDPR) courses should be used for anyone that handles personal data. It provides a broad understanding of the General Data Protection Regulations which refers to the safekeeping of people’s personal data.
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EDI training - EDI (Equality, Diversity and Inclusion) training has the aim of eliminating prejudice and discrimination based on an individual groups protected characteristics. These courses will often cover the benefits or having a diverse and inclusive organisation, how to handle equality issues raised at work and the law and your legal responsibilities.
- Sexual harassment awareness training - from October 2026, employers will be required to demonstrate that they have taken all reasonable steps to prevent sexual harassment in the workplace. A sexual harassment awareness course is great way to start for staff to understand exactully what constitutes sexual harassment and how to report misconduct. For Line Managers, this type of training will also often include ways to prevent sexual harassment from happening.
Continuing Professional Development (CPD)
Continuing Professional Development (CPD) refers to the process of tracking and documenting the skills, knowledge and experience that you gain. This can include building on your strengths and also developing yourself where you may have capability gaps and areas you would like to develop.
CPD can include both formal training and events and informal learning, such as:
- Learning from colleagues or shared learning from networking
- Reading about new methods of working or legislative changes
- Shadowing or assisting an experienced colleague
- Webinars
- Training courses
- Insights and learning points from coaching and mentoring
- Reflections, insights and learning points from taking on a new responsibility
- Organisational or role change
- Deputising or covering for new colleagues
- Insights and lessons learned from mistakes
It is considered best practice to keep your CPD log up to date and continue to record any learning and development. A simple table detailing the learning activity, who delivered the training, total time spent, date completed and a short reflection on what was learnt would be sufficient.