Posted By Merv Newman Sorry Dr DD, but I don't think you are going to get much help from this lot. Especially over a sunny week end. Why not employ a consultant to do it for you ? Merv (I'm available) Newman

Posted By Martin Taylor I think your being a bit hard on 'us lot out here' Merv. I'm sure some kind soul will come through with the goods for the Doctor. I'm confident anyway - I could do with some tips myself good luck Martin

Posted By Philip McAleenan Dear all, Staff appraisal is concerned with the overall performance of an individual throughout the previous period and how successful they were in achieving targets with respect to production, competence development, career enhancement, time management etc. Health and safety does not exist as a discreet factor, but rather is integral to competence. If the company has evidence of an individuals health or safety failings throughout the previous period that are directly attributable to his or her competence (as opposed to under-resourcing by management or the withholding of his/her authority to act competently), then the target to be set should be tied into competence development, e.g. new or refresher training, increased supervision and guidance from his/her manager etc. By the same token the targets set should reflect the relationship between workers and supervisors/managers. Competent managers and supervisors should be aware of and in a position to act before workers under them act incompetently to the point where safety, productivity etc. are compromised. Setting health and safety tasks and targets in the abstract serves no meaningful purpose, but if the worker is competent it follows that he/she is working in a safe manner. Regards, Philip