YWAM Brussels One Page Leadership Appraisal

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Preamble

"The aim of this appraisal is to be a lightweight, flexible and encouraging tool."

I wrote this appraisal/evaluation tool as I was seeking to help my staff grow and having looked at the excellent tools around felt that they didn't quite reach the aims I was seeking to fill.

  • a 360 degree (angles, not heat!) tool gaining input from the person themselves, their line leader, colleagues and those they lead.
  • a short and simple tool! (Hence "one page" - at any one time one person will have one page to fill in, except of course for the person giving the appraisal!)
  • a tool that focused on helping people to see what they have done and how they can do it better
  • a tool that helped others around the person to see where they could contribute to their continued growth
  • a tool that allowed space for spiritual concerns to be drawn out but placed the daily work (which is most often spiritual) and development first. We tend to always have a healthy pressure for spiritual growth in YWAM anyway.
  • a tool that requires an interview and the skills of the interviewer to pull all the data together to give constructive feedback
  • a tool that provides a clear platform to plan and goal set from to help the leader to continue to grow.

There are four parts:

  1. YWAM Brussels One Page Leadership Appraisal NOTES
  2. Evaluation sheet (Self assessment)
  3. Evaluation sheet for others to comment on leader
  4. Summary sheet for use at interview

I hope it works for you. Please let me know if you use it and find it helpful.

--Kev-The-Hasty 23:56, 10 March 2007 (UTC)

Staff Evaluations and Appraisal

There is a slight modified version for evaluating staff available too.

Some Notes

  • Having worked with this tool for a while now, I have discovered that the interview is good on its own and then a second interview is helpful SMART goal setting section. Often people need time to digest the information given before being able to plan. It should be noted that people can struggle to set goals but find the help of another very useful when setting goals.
  • The summary form can be expanded with comments from the data. Always write this in your own words and preserve the confidentiality of the people who has commented on the leader. If you do the job well you should be able to leave a copy of the evaluation with the person for their own consideration after the interview.
  • Try to review goals regularly after they are set and agreed.
  • File the summary sheet in their records and destroy the data you collected.

Forms for Use in the Evaluation

Leadership Evaluation Notes Page

YWAM Brussels One Page Leadership Appraisal NOTES

Giving a helpful appraisal is an art. Some appraisals are so long they overwhelm all involved and prove so time consuming they can only be given once every two years. In this authors view an appraisal, no matter how thorough, that is seldom given is next to worthless. The aim of this appraisal is to be a lightweight, flexible and simple tool.

Some Suggestions for Use

The Appraisor should initiate the process. Firstly set some dates for the following points and communicate the following to the person being appraised and those involved in the process.

Questionnaires sent out ___________________

Questionnaires required back ___________________

Time period overwhich to review the information and consider how to present to the Appraisee ___________________

Appraisal interview ___________________

Set dates for next appraisal ___________________

For the best results aim for a 360 degree appraisal: ask the Appraisee to complete a questionnaire on themselves. Ask also their reporting leader, people they lead plus co-leader/co-workers to complete forms (3 and 4 people total).

Review the data. Try to focus on the top three accomplishments, strengths, weaknesses, advice and comments. If possible type up the accomplishments and strengths to leave with them. If it is helpful to send out the job description with the questionnaires. It is likely both of you would want to modify the job description in the appraisal time.

A 360 degree appraisal

At the appraisal interview:

  • Make it as positive as possible. Mention as much as possible of the positives. Do not mention any names. Try to limit any negative comments to about three areas.
  • Review, if you have any the aims/goals/outcomes they set last time. Were these achieved?
  • Get the Appraisee to set their own aims/goals/outcomes (between 3-5) that they can work towards for the next appraisal.

Remember leaders in YWAM have to be able to cover a wide range of leadership abilities like: Spiritual leadership, Managerial ability, Team leadership, Developing others, Pastoral Leadership and Operational Leadership. Try to ensure the appraisal is balanced in this regard.

Evaluation Sheet for Leader to Make Self-Assessment

YWAM Brussels One Page Appraisal for LEADERS

(SELF-ASSESMENT)

Please give feedback on yourself (___________) over the period ___________ till ___________.

When completed please return this sheet to _______________ by _______________

When giving feedback consider the whole context of leadership: Spiritual leadership, Managerial ability, Team leadership, Developing others, Pastoral Leadership and Operational Leadership. Please be as accurate and honest as you can be. Please be frank, honest and helpful. Please feel free to type and/or use more paper as needed.

  1. Please write down as many accomplishments you achieved over the appraisal period.
  2. Please write down as many strengths you have displayed over the appraisal period.
  3. Please note down three areas for development you have recognised.
  4. What would help you to further build on your strengths?
  5. Please make any other comments here

Evaluation Sheet for Others to Comment on Leader

YWAM Brussels One Page Appraisal for Leaders

_______________, please give feedback on the following leader _______________

over the period _______________ till _______________.

When completed please return this sheet to _______________ by _______________

When giving feedback consider the whole context of leadership: Spiritual leadership, Managerial ability, Team leadership, Developing others, Pastoral Leadership and Operational Leadership. Please be as accurate and honest as you can be. Please be frank, honest and helpful. Please feel free to type and/or use more paper as needed.

  1. Please write down as many accomplishments achieved over the appraisal period.
  2. Please write down as many strengths you have seen/displayed over the appraisal period.
  3. Please note down three areas for development/areas to work on you have observed.
  4. What advice/improvements would you like to suggest to this leader/you to further build on their strengths?
  5. How might you (help them personally) to grow in their development/work
  6. Please make any other comments on the following page.

Summary Sheet

YWAM Brussels One Page Appraisal for LEADERS

SUMMARY FORM

Please use this form to help summarise the data collected from all the appraisal forms. Please respect confidentiality with remarks. This sheet should be given as a record of the appraisal to the leader being appraised. Complete section 1 before the interview and section 2 after the interview to provide a written copy of all goals and outcomes. Then please give to the leader to own and look back upon.

Section 1

Name: _________________________

Date: _________________________

Appraisal Period: _________________________

  1. List of all Accomplishments (In order of most frequently mentioned to least)
  2. List of observed strengths (In order of most frequently mentioned to least)
  3. Three areas for development (For each point list where support can be found to help in the development)
  4. How can the leader build on their strengths?
  5. General comments
  6. One paragraph summary of appraisal comments

Section 2

(Following interview complete this section)

  1. Outcomes and SMART goals agreed with leader to be implemented following this appraisal
  2. Date of next appraisal: ____________

Original PDFs