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Staff Training and Development

Staff Appraisal, Training and Development Documents

In the Staff Appraisal, Training and Development Documents sub-folder, you will find the guidance notes and staff appraisal forms which should be used as a basis for the formal performance appraisal process. This is a generic staff appraisal template and should be adapted to the specific needs of your organisation.

Performance appraisals should be positive experiences: they are not a time for nasty surprises. The performance appraisal meeting should be viewed as a staging post in the performance management of an individual; a time formally to record all the informal discussions which have taken place over the past few months in the employee appraisal form template, with a view to agreeing specific action points and objectives for the future.

In processing personal data obtained during the appraisal process, employers should ensure that they act in accordance with the principles of The General Data Protection Regulation (GDPR), including protecting against unauthorised access of personal data.

Also, included in the sub-folder is a personal development plan, which will enable you and your employees to review and reflect upon their aims and achievements, taking more of a structured, long-term view. This can be used in addition to employee appraisal form templates, and is viewed as a form of performance appraisal or coaching.

In respect of training, there is a template training plan to help you plan training strategically and an appraisal form on which employees can record their view of training received. There are also agreements which can be used to enable you to reclaim training costs from employees who leave your employment within a set period of time of completing their training.

Staff Appraisal, Training and Development Documents is part of Employment. Just £38.50 + VAT provides unlimited downloads from Employment for 1 year.

Frequently Asked Questions

We want to start running formal staff appraisals. What forms and guidance do we need? +
This sub-folder gives you everything for a complete appraisal process: Guidance Notes for both the appraisee and the appraiser, Part I (completed by the employee before the meeting) and Part II (completed by the manager), a Basic Appraisal Form for simpler needs, and a SMART Tasks Form for agreeing objectives. All templates are generic and must be adapted to your organisation. Appraisals are not a legal requirement but are widely regarded as good HR practice and can provide useful evidence in employment tribunal proceedings.
How should we handle employees' personal data collected during the appraisal process? +
Treat appraisal records as personal data subject to UK GDPR and the Data Protection Act 2018: you must have a lawful basis for processing (commonly contractual necessity or legitimate interests), keep records accurate and secure, tell employees what you do with their data and restrict access to those who need it. Employees can make a subject access request for appraisal notes, and you must respond within one month. The ICO's employment records guidance, finalised in February 2025, is the key official reference. Adapt the Simply-Docs appraisal templates to reflect your organisation's data handling practices.
What is the difference between the full Staff Performance Appraisal Form and the Basic Appraisal Form, and which should we use? +
Choose the full Staff Performance Appraisal Form for comprehensive, documented reviews or the Basic Appraisal Form for lighter-touch assessments. The full form is a two-part document: Part I is completed by the employee (appraisee) before the meeting and Part II by the appraising manager, each supported by dedicated Guidance Notes. Both are generic templates that must be adapted to your organisation's specific needs.
We want to support an employee's longer-term development beyond the annual appraisal. What template should we use? +
To support longer-term development, use the Personal Development Plan (PDP) in this sub-folder, which lets you and the employee set structured longer-term goals, review existing skills, identify development needs and agree action steps. The Simply-Docs description notes it can be used alongside the appraisal forms and is itself a form of performance appraisal or coaching. Tailor each plan to the individual and hold regular review meetings to keep it on track. There is no legal requirement to provide a PDP, but it is a recognised way to support employee engagement and retention.
How do we plan and evaluate training across our organisation? +
Use a Training Plan to map who needs what training, when and how it will be delivered, then use a Training Evaluation Form, completed by employees after a course, to record their assessment of the training received. Formalise your overall approach with a Training and Development Policy. To record whether equality-related training has been completed, use the Equality Training Monitoring Forms and a Control Sheet. Adapt all templates to your organisation's specific context.
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All Staff Training and Development

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