Download our editable performance review template
The annual appraisal is considered a dying practice – but it just needs to be revived in the right way, and more importantly, undertaken more frequently, to benefit the parties involved.With positive feedback, little and often is the best way to keep employees motivated and inspired. These reviews should be a meeting that employees look forward to because they will either receive praise or constructive feedback that will help them in their careers.An employer who nurtures the progression of their team and shows they care about them is more likely to retain their employees than those who seem apathetic.What is a performance review?A performance review is an assessment of an employee’s performance in the workplace over a certain period. It is typically used to provide feedback on the professional’s strengths, weaknesses, and areas for improvement. It may also include a discussion of the employee’s career objectives and provide guidance on how best to achieve them.Is there a difference between a performance review and appraisal?Performance reviews and appraisals refer to the same type of one-to-one meetings about employee performance and progression. The only difference lies in how they are used: ‘performance review’ connotes an informal meeting between a manager and their employee which focuses on feedback, career progression, goals, salaries and more. Appraisals, on the other hand, often refer to more formal reviews, in which the two parties might, for example, discuss salary.While other performance review templates will have a firm structure, our template can be used periodically, as needed for any type of one-to-one or group discussion regarding goals and areas for development and tailored to the employee. It is fully editable and customisable.What should be included within a performance review?Performance reviews can cover any area of concern employees wish to discuss that might help them improve their work, productivity, skills, or prospects. This might include their progression, goals, salary, benefits, upskilling opportunities, wellbeing and more. The content, context and frequency of the review should be a mutual decision, but the focus should be on the needs of the employee.Usually, there should be some structure to the meeting in order for both parties to benefit. Our performance review template can be used to cover specific areas for the employee’s development and build a progression plan.What questions should a manager ask as part of a performance review?Performance review questions should prompt the employee to speak openly and honestly about their performance and any concerns they have.Here are some performance review question examples:What do you hope to achieve by the next review?What do you feel you have done well / how do you feel you’ve developed since the last review?What do you feel you could have done better and why?Do you have any additional feedback or suggestions for me?What are the different types of performance review?Performance reviews come in various formsFrom self-assessments and one-to-ones to wider evaluations by multiple colleagues. Here are the main examples:Traditional performance reviews involve a manager assessing the performance of their employee, but feedback can go both ways. When an employee evaluates the performance of their manager, it is known as upwards feedback.Self-assessment reviews are undertaken by the individual employee and give them a chance to reflect on their performance from a different perspective, perhaps more objectively.Peer reviews enable colleagues to share their perspective of another’s contribution to the team.360-degree reviews involve more than one assessor, resulting in multiple points of view in one review.Employee performance reviews can happen as frequently as they need to for the best outcomes: perhaps monthly, annually, or quarterly. Individuals may be suited to a mix of the above reviews, according to the level of support needed.Each type of performance review mentioned above can be facilitated by our appraisal template.The benefits of conducting performance reviewsRegardless of how frequently they’re performed or who is reviewing whom, regular performance reviews offer many benefits. If done well, there are no downsides.The overall benefits are:Ensuring employees understand their role and your expectations of themDetermining to what extent employees are meeting those expectationsProviding support and having an honest discussionAcknowledging and rewarding good performanceNurturing your employees’ career progressionIncreasing engagement and longevityMaking time regularly to discuss anything and everything is crucial for transparency and building trust between a manager and their employee.Examples of effective performance reviewsThe most effective performance reviews are those where the person comes away with SMART (specific, measurable, attainable, realistic, time-bound) goals to help them improve in some way before the next review.In any employee review form, there must be structure, but there should also be flexibility to adapt it to the needs of different employees.The fundamentals of a performance review are:Setting SMART goalsHonest and constructive feedbackA safe space for two-way communication and trustAppropriate praise and recognitionOur template provides space to outline key areas of success, development, and focus, to give feedback on skills, and create an agreed action plan with objectives to meet before the next review – whether that’s monthly, quarterly, or annually.Every team is different – that’s why our performance review template is adaptable to your own requirements.Whether you’ve completed many performance reviews in the past, or have yet to conduct one, our template can help you provide the best experience for your employees.Get started with our free template today – download it now.
Tackling hiring fraud guidance – free download
Hiring fraud is an insidious practice that undermines trust and poses significant financial and reputational risks for businesses. As employers strive to find the right talent, they must remain vigilant against fraudulent activities that can tarnish their operations and brand integrity.Hiring fraud manifests in various forms, from falsified credentials and fabricated work histories to identity theft and impersonation. These tactics often deceive even the most astute recruiters, leading to the unwitting employment of unqualified or dishonest individuals. The consequences can be dire, ranging from decreased productivity and morale to legal liabilities and damage to company reputation.Detecting fraudulent applications has become increasingly challenging. However, employers can use several strategies to safeguard their recruitment processes.Most recently, Reed has contributed to the first guidance of its kind to help organisations protect their recruitment practices. ‘Tackling hiring fraud: the response to a growing problem’ serves as a frontline tool in the battle against fraudulent hiring activity.Steps to a secure hiring processThe guide, fronted by the Better Hiring Institute, identifies nine types of fraudulent activity: reference fraud, qualification fraud, fake application documents, CV-based fraud, employment scams, manipulation of artificial intelligence, dual employment, immigration fraud and fraud as a result of recruitment agency usage. Each is addressed in detail with case studies and expert guidance on prevention.As a rule, thorough background checks are indispensable. Employers should verify the authenticity of educational qualifications, professional certifications, and employment histories provided by candidates. Utilising reputable background screening services, such as Reed Screening, can help uncover discrepancies and ensure that prospective hires possess the credentials they claim.Identity verification measures are essential. Adopting biometric authentication or identity verification technologies will help, reducing the likelihood of impersonation and identity theft.Stringent interview processes can also serve as a deterrent against fraudulent candidates. Conducting multiple rounds of interviews, including in-person assessments, and soliciting detailed responses can identify genuine candidates from impostors.Technology can automate and streamline recruitment processes. Candidate tracking systems equipped with fraud detection algorithms can flag irregularities in applications, adding a further layer of protection.It can also help to raise awareness of hiring fraud with your employees – encouraging them to report suspicious activities and provide avenues for whistleblowing. Providing guidance on how to spot red flags can have a ripple effect, protecting both the business and employees from falling victim to fraud in their career.Protect your business with our hiring fraud guidance – free downloadTechnology has enabled criminals to take advantage of traditional recruitment processes, and organisations must adapt if they are to avoid CV fraud, employment scams, manipulation of AI tools and many more tactics.Reed Screening, together with Better Hiring Institute and other partners, have defined hiring fraud as any fraud committed during the hiring process, which may be committed by an individual against an organisation, or by an entity against a jobseeker.This comprehensive guide, ‘Tackling hiring fraud: the response to a growing problem’, identifies how employers can protect their organisations, using expert advice on how to prevent the most common criminal activity."Employers should be very worried about hiring fraud. At Reed Screening, we have made huge progress over the last few years in making hiring faster globally, including being referenced by UK government for our work on digital right to work. However, with the development of technology and improvements in the speed of hiring, we have seen an acceleration and amplification of fraud."Keith RosserDirector of Group Risk & Reed Screening – ReedThe new Better Hiring Institute free guide on tackling hiring fraud, co-written by Reed Screening and Cifas, contains a really useful checklist for HRDs (human resources directors) and CPOs (chief people officers) to use to ensure the company they represent has all the right defences in place.Download our free hiring fraud guidance to help safeguard your organisation using the button at the top of this page.
Hiring checklist - overseas recruitment for schools in the Middle East
Recruiting teachers from overseas has a couple of requirements for schools in the Middle East. Thinking about it we've created a checklist for schools in the Middle East that need to recruit teachers from overseas. This checklist includes all the key requirements that schools in the Middle East must fulfil.It's a really useful tool for making sure that all the criteria are met efficiently and effectively.You may want to read: A guide to overseas recruitment for schools in the Middle East
Relocating to the Middle East as a teacher: Document checklist
The Middle East presents a wide range of teaching opportunities, especially in Dubai, covering various subjects in both public and private schools. These positions come with competitive salaries and an array of benefits such as relocation assistance, housing, airfare, health coverage, and educational subsidies for family members. Teaching in the Middle East provides an excellent chance to gain valuable international experience.However, before embarking on this exciting journey, it's crucial to be well-prepared for the relocation process. Download our comprehensive documentation checklist designed specifically for teachers relocating to the Middle East. Additionally, be sure to read our in-depth guide "Relocating to the Middle East as a teacher: A comprehensive guide" for a detailed overview of the process.
Employee monitoring: a guide to best practices
Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’. A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including: Keith Rosser, Director of Group Risk and Reed Screening, Reed Hayfa Mohdzaini, Senior Research Adviser, CIPD By downloading this eBook, you will discover: What employee monitoring is Whether it's needed for your businessConsiderations for introducing workplace monitoring The benefits and drawbacks Potential impact of surveillance on the workforce Your duties as a responsible employer “Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.
Teacher resignation letter template – free download
Resigning from a teaching role can be difficult, regardless of the length of time spent at a school. It can be something of an emotional rollercoaster, with the excitement of the future dampened by the prospect of sharing your news with the department head or head teacher. The manner in which a teacher resigns can have a lasting impact. A positive resignation process not only benefits the departing teacher but also the school community, and the first step of the journey involves writing the resignation letter, which is arguably one of the hardest tasks. Resignation etiquette: getting it right However thrilled you may be about leaving your teaching role, it’s imperative to maintain professionalism. By providing ample notice and following proper procedures, you demonstrate your commitment and respect for the school you are leaving. This reflects well on your reputation and can contribute to maintaining good references for future career opportunities. Teachers are bound by set resignation dates to allow for suitable replacements to be found, so planning ahead is key for a smooth departure at the end of the spring, summer or autumn term. Resigning well helps minimise disruption to students’ education and ensures continuity in the learning environment. Resigning with integrity also allows teachers to depart on amicable terms, preserving professional relationships and networks. In the small world of education, where connections often extend beyond individual schools, maintaining relationships with former colleagues and administrators can be invaluable for future career opportunities, whether through networking, references, or collaboration on future projects. A resignation letter template can facilitate the exit process by providing a structured framework. Templates ensure that essential information, such as the intended last working day and any necessary follow-up actions, is clearly communicated, while also allowing personalisation to reflect gratitude for time spent at the school and reasons for leaving. Using a resignation letter template also helps ensure that all necessary details are included, reducing the risk of misunderstandings or oversights during the exit process. This can help to streamline the administrative aspects. Take some of the stress out of resigning. Our template will ensure you leave on a high note, freeing you up to focus on a happy and productive notice period. Download our free teacher resignation letter template to help smooth your exit using the button at the top of this page.