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Employee's guide

Annual performance interview

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EMPLOYEE'S GUIDE

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📋 SUMMARY

EMPLOYEE'S GUIDE

📋 SUMMARY

a. Reminder of the issues

b. Calendar for the annual performance review campaign

2. The interview process

3. Some advice

a. Attitude in in

b. Listening techniques

c. SMART goals

d. The skills development plan

4. The APR in synthesis

5. The HRIS tutorial

1. Employee's Guide

Checklist for a successful interview

a. Preparation

b. The interview

c. Validation

The annual performance review is a privileged moment of exchange between the employee and his/her direct manager allowing :

• Evaluation of the employee's performance: evaluation of the objectives for the past year N ;

• Setting objectives for the coming year N+1 ;

• Assessment of the technical and behavioural skills expected and to be mobilised in the context of the mission and the objectives to be achieved ;

• The construction of the employee's training programme, aimed in particular at achieving the objectives for year N+1 and supporting the SKY25 strategic plan.

⚖ REMINDER OF THE EAP ISSUES

EMPLOYEE'S GUIDE

MID-JUNE

MID-JULY

AUGUST

LATE OCTOBER/EARLY NOVEMBER

NOVEMBER

31 August: deadline for training requests and arbitration by the manager

📅 CAMPAIGN CALENDAR

EMPLOYEE'S GUIDE

Launch of the administrative and commercial interview campaign

Calculation and payment of administrative target bonuses and commercial instalments by the HRD

Calculation and payment of target bonus balances for sales staff by the HR department

Finalising commercial interviews

Deadline for finalising administrative interviews

The interview process

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Take all the time you need to express yourself

Be informed

Prepare the supports

Optimal conditions

Your manager should inform you well in advance so that you have time to prepare for the interview

Prepare the annual performance interview, the mid-term, the job description, the results of the year etc.

Prepare the materials needed to conduct the interview.

Office reserved, slot blocked in the diaries.

Make sure that the conditions are optimal so that you are not disturbed.

📰 1ST STEP: PREPARATION

THE INTERVIEW PROCESS

Discuss with your manager the skills needed for your job and to achieve your objectives and consider training needs together.

Listen to your manager's assessment of the past year and take advantage of this moment of exchange to give your point of view, mention the difficulties encountered and address the points that seem important to you.

Appreciation

Make sure that the objectives set for year N+1 are coherent and sufficiently clear on expectations and deadlines. Do not hesitate to ask questions if necessary.

Objectives

Competencies

Your manager will start the interview by recalling its objectives and steps.

Get started

Discuss the objectives and their level of achievement: give your point of view and argue whether or not each objective was achieved.

Exchange

🗣️ 2ND STEP : THE INTERVIEW

THE INTERVIEW PROCESS

Validation

01

• End the interview by making sure that you have fully understood what your manager has to say and vice versa.

• Once the overall assessment of the manager has been completed in the form, add your comments on the results of the past year and the prospects for the coming year.

• Sign the interview (validation is equivalent to signature).

The signature

02

The interview must be signed by both parties.

Objectifs

• Implement the new objectives defined during the interview and facilitate them throughout the coming academic year.

• Do not hesitate to ask your manager for regular feedback

04

Commentaires

03

If you disagree with your manager, you should indicate this in the comment box before signing the interview.

🔒 3RD STEP : VALIDATION

THE INTERVIEW PROCESS

Some advice

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Availability

Listening

Let your manager express himself freely.

Conviviality

Be relaxed and enjoy this special time with your manager.

Objectivity

Mention significant and observable facts.

Authenticity

Be sincere in your speech.

Time

Take the time you need.

🚩 ATTITUDE IN INTERVIEWS

SOME ADVICE

Be punctual, focused on the interview, in a quiet place and with your phone off.

Precisely defined as to what is to be done, by whom and how.

Considerable and sufficiently motivating.

Achievable and acceptable.

The quantity and quality of which must be accurately assessed.

Defined and time-bound.

Specific

S

A

Achievable

Realisable

R

T

Temporally defined

M

Measurable

🎯 SMART GOALS

SOME ADVICE

Practical example

The objectives defined by the SMART method must therefore be specific, measurable, achievable, attainable and temporally defined.

The objective "Increase turnover" does not meet the SMART criteria. This objective is too vague, not quantifiable and difficult to achieve, as there is no target figure and no deadline. On the other hand, by proposing the following objective: "Increase the turnover of programme X by 3% in the first half of 2023 compared to the last half of 2022", the elements provided are sufficiently precise for the employee to be able to determine the means to be used to achieve it.

🎯 SMART GOALS

SOME ADVICE

The employee's role

Be proactive: identify programmes and organisations that you feel meet your needs.

Propose one or more training courses in line with your missions, your needs and wishes for skill development, your objectives and the SKY 25 strategic plan. Justify this choice.

Requests for training should be the subject of a specific discussion between your manager and yourself during the annual appraisal interview. Requests must be considered and oriented according to the expectations of the position and the individual and collective objectives.

Focus on TRAINING

📈 THE COMPETENCE DEVELOPMENT PLAN

SOME ADVICE

🧑‍🎓 Rules for taking account of training

📚

The training request must be completed in the training tool, Training Management Solution (TMS) published by "Place de la Formation" available on the employee's HRIS (tab "Development Plan").

REQUEST FOR TRAINING

📋

The application must be sufficiently detailed: title, programme, organisation

DETAILS

📆

CREDENTIALS AND DATES

You must justify and argue your opinion for each request for training from your employees, whether it is favourable or unfavourable.All training requests must be submitted by 31 August at the latest (entered in TMS and validated by your manager).

🛑

If these conditions are not met, applications for training will not be considered*.*This work will enable us to be more efficient in the processing of requests, HR and budgetary arbitration and the deployment of the skills development plan.

IMPORTANT

📈 THE COMPETENCE DEVELOPMENT PLAN

SOME ADVICE

THE APR IN SYNTHESIS

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Take time to express yourself.

Prepare the interview by collecting all the information necessary for it to take place: job description, objectives set, mid-term, results obtained over the year.

Address your training requests, prepare and argue them before formalising them in detail in the TMS tool (and not in the interview form).

Ensure an objective and constructive exchange.

Ensure the logistical conditions of the interview: time slot blocked in the diary, availability (1 hour minimum), reserved and appropriate place.

Ensure that the proposed objectives are SMART.

Take into account the campaign calendar (from 01/06 to 21/07) and anticipate appointments.

Complete the HRIS form, have it validated by your manager and validate it.

📄 CHECKLIST FOR A SUCCESSFULL INTERVIEW

THE APR IN SYNTHESIS

Logistical conditions

Objective and constructive exchange

Requests for training

Calendar of the campaign

SMART objective

Respective expectations

Taking the time

S'assurer que vos attentes respectives soient bien comprises.

Preparing for the interview

Fill in the form

HRIS: How to use it

TUTORIAL