Conducting Employee Performance Appraisal Meetings


Employee Performance Management is a component of Human Resource Management concerned with the management of individual and group performance for continuous improvement. From this perspective, performance management systems are concerned with changing behaviours at all levels of the organisation. A well designed system will have the following components:

  • Measurement ( behavior and standards )
  • A planning mechanism ( for setting the desired performance targets)
  • Feedback processes
  • Appraisal of results via the performance appraisal meeting
  • Rewards allocation based on attainment of performance targets.

This workshop is designed to provide participants with relevant knowledge and techniques to improve their level of competence in conducting performance appraisal meetings.

Participants are required, prior to the start of the workshop to prepare a list of problems they currently experience in the area of performance appraisal management. This information will be used to customise the workshop to meet the needs of participants.

Participants will have an opportunity to demonstrate selected skills and receive feedback in practice sessions.

Target Audience

This workshop would be beneficial to all persons whose job responsibilities include the performance management of subordinate performance: supervisors; line managers; project officers; coordinators.

Learning Objectives

Upon completion of this workshop, participants:

  1. Should be able to effectively plan and execute performance appraisal discussions with subordinates by using:

    • appropriate employee performance appraisal discussion techniques
    • an agreed employee performance review meeting format.
  2. Should be aware of the factors that impede the conduct of effective employee performance appraisal discussions, and their role in minimising these factors.

Programme Outline

Linking Employee Performance Appraisal to the Performance Management System

  • Performance Planning ( departmental and individual scorecards)
  • Clarifying and agreeing on performance and behavioral expectations
  • Understanding the factors that affect employee performance

The Practice of Employee Performance Appraisal

  • Supervisors in the role of a 'performance coach'
  • Elements of an effective performance appraisal discussion meeting
  • Best practices in employee performance appraisal management

Communication Skills for Performance Appraisal Meetings

  • Requirements for effective feedback
  • Techniques to improve listening and questioning skills
  • Performance coaching and feedback using non-evaluative language

Common Mistakes and Problems in Employee Performance Appraisal

  • Halo effect, Central tendency, Leniency, Comparison
  • Uncooperative, hostile subordinates
  • Unprepared supervisors
  • Common problems experience by GGIL supervisors

Panning for the Appraisal Meeting

  • Subordinate responsibilities
  • Supervisor responsibilities
  • The appraisal meeting format

Preparing for Change

  • Participants to identify things they will do differently in preparing for and conducting their appraisal meetings.

Facilitator: Wynette Harewood

After graduating from The University of the West Indies, Wynette spent seven years teaching before embarking on a career in Human Resource Management. Her private sector managerial experience has been in the financial services and telecommunications sectors and has covered all aspects of human resource management, including manpower planning, recruitment and human resource development.

A qualified trainer with considerable business experience, Ms. Harewood has designed, planned and implemented numerous training and human resource development programmes for staff at every organisational level in areas of supervisory skills, human resource management and organisation change management. She is also competent in the design of instructional material and large group facilitation skills. Wynette is a certified facilitator /trainer /coach in Emotional Intelligence and psychological-type using the Myers-Briggs Type Indicator® [MBTI®]. She is also trained in Level A & B and psychometric tests such as Bar On EQ-I, 16PF, and Saville Wave Consulting instruments.

She has worked for corporate clients in the private and public sectors in her home country Trinidad and Tobago and in region. Wynette was a member of the consulting team contracted by the Government of Trinidad and Tobago to prepare the country's National Strategic Development Plan.

Her international assignments have taken her to The Kingdom of Swaziland and Botswana in southern Africa, and the Republic of the Seychelles where she facilitated workshops on behalf of the Arthur Lok Jack Graduate School of Business and the Commonwealth Secretariat. As a lecturer, she has taught at the graduate and post - graduate level courses in human resource management. She is interested in researching the managerial styles and practices of Caribbean managers and has had the opportunity to share her view with colleagues at professional conferences in the region.

Ms. Harewood has served as a member of the Board of Commissioners of the Trinidad and Tobago Water and Sewerage Authority and is past president of the Trinidad Chapter of Toastmaster International as well as the Community Improvement Committee of The Trinidad and Tobago Chamber of Industry and Commerce.


Date View Event Calendar 23rd - 24th June, 2015
Time 8:30 pm – 4:30 pm
Duration 2 Days
Cost TT $4,000.00 (inclusive of training materials, refreshments and Certificate of Participation) 
Please note that prices are subject to change without notice.
Venue Arthur Lok Jack Graduate School of Business
Max Richards Drive,
Uriah Butler Highway, North West,
Mt. Hope


Tel: 645-6700
Fax: 662-1411


Tamara Edwards - ext. 157
Rameshwar Santlal - ext. 123



Certificates will only be issued to participants who have attained a minimum attendance rate of 75% for the duration of the course.

Course Cancellation/ Reschedule Policy

Arthur Lok Jack GSB (ALJGSB) reserves the right to cancel training at any time. If ALJGSB cancels the training due to unforeseen circumstances beyond the control of ALJGSB, you are entitled to a full refund of the course fee, or your course fee can be credited toward a future training, based upon availability (providing payments have been made before original advertised date).

ALJGSB reserves the right to reschedule training at any time. If ALJGSB reschedules training due to unforeseen circumstances beyond the control of ALJGSB, the training will take place at the next available time. Participants will be informed via phone and/or e-mails.



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