diamond geezer

 Thursday, January 19, 2006

Performance Management Appraisal 2006

It's that time of year again. Your blog performance review is now due. This important annual procedure encourages improved achievement by identifying key objectives and core competencies against an agreed framework of developmental targets. The process recognises and rewards good practice by utilising interactive feedback based on functional communication priorities, thereby providing timely opportunities to focus continued professional development in key result areas.

Your blog appraisal is, to put it bluntly, very important. Appraisal is not a mindless paperwork exercise dreamed up by evil administrators to make the winter months really miserable. Appraisal is not a load of meaningless jargon sprinkled liberally across a ten page grid full of interminable tick boxes. Appraisal is not a complete waste of time and effort for all concerned. Appraisal is absolutely essential. Modern life could not possibly function without it.

Part 1: Review your blog objectives for 2005
• You do have blog objectives for 2005, don't you? You were supposed to agree a list of objectives last January as part of your 2005 appraisal process. You'd better not have lost them.
• Review your 2005 objectives against the centrally-agreed list of blog criteria.
• You've not achieved many of those objectives, have you? We're not allowed to call it failure (because all feedback must be positive), but your blog is the perfect example of deferred success. It's a no-win no-win situation.

Part 2: Grade your 2005 performance from 1 to 3
• Please consult with your immediate line manager, then select an appropriate grade for your blog.
• Grade 1 is reserved only for massive American blogs with millions of devoted readers.
• Grade 2 is reserved only for semi-massive American blogs which quote the New York Times a lot and aspire desperately to become Grade 1 blogs.
• Let's face it, sorry, you're 3.

Part 3: Set your blog objectives for 2006
• Select a list of objectives which you think are attainable over the next 12 months. At least 10 objectives, please. I know it was seven last year, and five the year before, and three the year before that, but remember, administrative pressure never decreases.
• All your objectives must be SMART. We know it's bloody hard writing specific, measurable, achievable, realistic, time-related objectives but they are now absolutely essential. Even though we didn't insist on them in last year's procedure.
• Nothing woolly please. No namby-pamby "I will blog better"-type objectives. We want specifics. Try "I will quadruple my visitor numbers" or "I will increase my blogad clickthrough ratio by 47%" or "my blog will accumulate at least five comments by December" or even "I will stop blogging in June and get a life instead".

Part 4: Establish your 2006 personal development plan
• Decide what actions and procedures you need to put in place to achieve your new objectives. Sign up now to relevant motivational programmes and interactive online learning resources.
• Have you considered the possibilities of blog-mentoring, blog-shadowing or blog-coaching?
• Sorry, you've completely lost interest in the entire appraisal process by now, haven't you? Alas, opting out of this annual irrelevant charade is not an option.

» Performance review appraisal documentation available here
Please note that all documentation must be completed and emailed to this address by January 31st 2006. Or else.


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