ABSTRACT

Any plan for promoting staff development must contain a system for the appraisal of need so that any setting of targets may be based on sets of agreed personal, departmental and institutional priorities. In this chapter the author describes in depth his own experiences over a number of years in introducing and managing a system of target setting and appraisal which is based on the key principles of respect for the individual and participative management described in previous chapters. The author pays tribute to the help received from industry, and the chapter provides those who are seeking to set up systems of appraisal and target setting within their staff development policies with much practical help and detailed advice.