Findings in this section outline respondents’ satisfaction with P&DR and FA. Satisfaction with P&DR
Table 31 Opportunity to put forward concerns Competency of the appraiser Constructive feedback given Quality feedback was given Adequate time was given for P&DR
Tot al n= Sat isf ied % Di ssat isf ied %
Mean Total n= Sat
isf ied % Di ssat isf ied %
Mean Total n= Sat
isf ied % Di ssat isf ied %
Mean Total n= Sat
isf ied % Di ssat isf ied %
Mean Total n= Sat
isf ied % Di ssat isf ied % Mean OVERALL 34 71 21 5.03 34 74 18 5.18 35 63 31 4.77 35 69 17 5.09 35 60 23 4.91 Current location Faculty 16 63 25 4.94 16 69 19 5.19 17 41 47 4.12 17 53 29 4.47 17 65 24 5.00 Centre 18 78 17 5.11 18 78 17 5.17 18 83 17 5.39 18 83 6 5.67 18 56 22 4.83
Of the 34 who responded to whether there was opportunity to put forward concerns, 71% were satisfied. Again, 34 responded to the question on appraiser’s competency, and 74% were satisfied. 63% of the 35 respondents were satisfied that they were given constructive feedback on their past performance; 69% of the 35 respondents were satisfied with the quality of feedback received; and 60% of the 35 respondents were satisfied that adequate time was given to prepare them for their appraisal. See Table 31
for details. It was interesting to note that even though respondents were generally satisfied with their appraiser’s competency, in an earlier finding over two thirds of respondents did not know if their appraisers had been for training.
Satisfaction with FA
Table 32 Constructive feedback given -FA Quality feedback was given
Tot al n= Sat isf ied % Di ssat isf ied %
Mean Total n= Sat
isf ied % Di ssat isf ied % Mean OVERALL 30 57 20 4.50 29 59 21 4.48 Current location Faculty 11 73 18 4.91 11 82 18 5.00 Centre 18 44 22 4.22 17 41 24 4.12
Like P&DR, respondents from those who had gone through a FA were generally satisfied that they were given constructive feedback on their past performance, 57% of the 30 respondents, and with the quality of feedback received, 59% of the 29
respondents. See Table 32 for details.
Four of the ten respondents interviewed indicated they were happy with the outcome of their appraisal. One of the four remarked that it was frustrating that the process had to be carried out each year for the re-earnable salary supplement, and suggested that an easier form or process should be created for staff going through the second round of re- earnable salary supplement. Two of the four who had a positive outcome remarked that they have a good relationship with their manager and who were supportive of them going through the process (Simmons, 2003). This suggests that the relationship between the manager and employee could “make” or “break” the process. As one respondent commented that “I don’t want it to be used against people. It’s supposed to be used for both employer and employee and I’m not sure that that happens. I don’t think it is systematic enough, for a start. The promotion process is very complex, and probably puts people off. I look at it, and I’ve been putting it off too. I am a capable person. I like that it links with the incremental progressing, but then, here it’s only 3 years, then you have to do a promotion or something else.”
Some of the comments on feelings immediately after a P&DR included:
• The feedback provided was good and what I expected but it’s so difficult to prove
expected it to be good, but unfortunately IDP agreed to was not really allowed to occur.
• I think the process is long winded and to be honest up to now there is still no
outcome on mine.
• Disillusioned and confused.
• Because of the confusion and the way it was done, I was shown all comments,
positive and negative. This had (specially the negative ones) a damaging effect on my self confidence. I eventually went to counselling because I could not regain my confidence.
• Apprehension - after working on it for 6 months the possibility of not been
successful was stressful.
• The appraisal was dragged out to delay a pay rise. It also showed I was negatively
perceived (in communication skills) by the manager, but no colleagues nor students who both gave positive feedback.
• Disappointed at negative comments which I did not think were warranted. The
appraiser generally agreed with my sentiments but no suggestions to remedy this if true.
• Very positive feelings with the comments of people whom I work with but put off by
the Faculty Manager’s feedback which have no reflection on the positive appraisal I got from my line manager and others. I do not sit as outstanding, was her comment.
• My manager was very supportive and encouraging. Both my manager and I had
never done this before, but we got no guidance from HR - they just emailed a template and told us to complete it.
• You know you’re supported at work and needed. It motivates you to do your job the
best you can.
• It’s all good, but you don’t really get any incentive from working hard. It’s all on
paper. Just completed the form and then filed?
• Overall, very satisfied an appraisal given by a colleague impacted on an improved
communication and understanding of the area I worked in.
• I felt supported and confident.
• Positive at first - areas for extra responsibility defined. But these never materialised
(despite my efforts), which was discouraging. I am left with the feeling that the exercise was pointless.
• Positive and the direction forward were clear and logical.
• Great to see collated document and to read comments from colleagues.
• Generally satisfied, however whole processed seemed overly structured and
restrictive.
• It was done by a novice (first time).
• I felt accountable, I work away from the rest of my team so don’t normally get very
much feedback.
• Mixed reactions, 1 or 2 were honest, some were unfairly harsh and some were a
little too complimentary. Supposedly anonymous but was a little obvious who said what when quotes were given.
• Satisfied.
• Enhanced motivation to work.
• All documentation was set out by equity coordinator and equity manager. We were
given what we were to discuss. It was more a review on how well the ITMOSS strategy was doing and how I perform within that. There is no pathway for my position - no promotion - no salary increase.
• Good ascertain areas I need to improve in and identify training that will help this. • Relief that we did not discuss anything contentious.
• Re the re-earnable salary supplement - I did not get feedback from the Faculty
Manager only the manager from my area of work. No discussion with the Faculty Manager after the summarising of all the feedback was completed before taking the recommendation to the Committee. I chose the person I wanted to summarise the feedback. This meant all comments from colleagues were included - this hasn't been the case before when the Faculty Manager chose himself to do the summarising (a different person in the position this time round).
• A huge amount of work and time required, mostly seeming unnecessary. It put me
off ever doing it again.
• Happy with results. Felt I was doing a reasonably good job.
• Satisfied with appraisal outcome. Humbled by the comments made in my appraisal. • Sense of "why bother”. You do a good job, feel loyal and hardworking and
someone who doesn’t know you decides you don’t deserve any extra for your efforts.
• Relief. Affirmation (of good work). • Hasn’t occurred yet.
Some of the comments on feeling immediately after a FA included:
• The experience I had is the one I (would ) rather forget.
• Relief that it was over. I find the whole process quite nerve wracking.
• It gave me new ideas to use (the allocated staff development funding) in my
personal development. My manager helped me define my strengths and weaknesses and identified appropriate paths I could follow.
• Enhance my personal career development. • Okay but not inspired.
• Satisfaction, receiving feedback from the team leader about the performance and
planning for the next year.
• Positive feedbacks are always encouraging. Personally, I feel pretty good when I
saw all nice comments from my managers and colleagues.
• Helpful to know that manager thought I was doing a good job. • Can’t remember it was over 2 years ago.
• I did not think my appraiser was qualified to do one on us. • Realised I need to keep enhancing my skills.
• Very happy, glowing feedback, but it never seemed to do any good (ie no reward
promotionally or financially).
• The Manager of my group changed the sequence of priority in my IDP and I wasn't
too pleased about that. A conference I would have liked to attend was not on at a convenient time in Auckland and I asked to attend it in Wellington - this was changed to my last option and was consequently not offered to me.
• This is usually fine although they tell you to concentrate on positive comments and
all you see are the negative ones. They want perfection.
• Relief it was over (due to a negative experience).
11. Auckland University of Technology Policies and Procedures