After Activity Review

AARs are a powerful tool for objectively evaluating performance, for the purpose of improving performance. Scalable and adaptable, they can be used in just about any circumstance.

The After Activity Review (AAR) is used extensively by the U.S. military (therein After Action Review), as a “learning tool” to improve the performance of all participants, no matter how lowly or exalted. AARs are formally part of all training and operations.

The After Activity Review (AAR) is a structured evaluation of performance; performance of an individual, group, or organization. The structure and process of the AAR provides scalability and adaptability to any event wherein performance is evaluated.

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High-Level Performance Requirements

The high level performance requirements germane to a “business professional” are supported by general and specific interpersonal, customer, community, and technical skill requirements. These requirements include:

Professionalism

The original concept of professions and professionals had general and specific characteristics which differentiated them from technicians, vendors, and non-professionals. The characteristics are special or unique competence in special tasks and services; competence defined by a comprehensive and self-governing organization of practitioners.

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Part 1 – Performance Appraisal Framework

…establish a true picture of performance first, and don’t ever let compensation concerns affect the view of performance.

Recently on GaryNorth.com, a member asked about how to approach his upcoming six month performance appraisal, and for a framework for the appraisal.  Here is a detailed response:

When I accepted my job about six months ago we agreed that I would have a performance review every six months…

Excellent.

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Part 2 – Performance Appraisal Implementation

If we are to control our future, we have to control our present; and we also have to build that future based on the present.

I have several options for my “review,” which we plan to schedule for this coming mid-week. I could take the approach of asking good questions and getting as much info from my boss as possible to see how I’ve done and how I can improve. I could ask to negotiate my “guaranteed minimum” bonus so that I get more than the “minimum” based on better than “minimal” performance (how that would be quantified is another question). I could negotiate for a raise due to 1) good performance and 2) being currently underpaid.

Yup, lots of ways to go..

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