Basically you will find all important information about the appraisal interview in the following documents. However, if you have specific questions, please contact Human Resources Development.

Below you will find all the documents that you need for preparation, implementation and follow-up, or that need to be formally completed.

Documents

• For a quick overview: In the FAQ's you will find answers to the most frequently asked questions.
• For more detailed information: All the requirements for the MAG are set out in detail in the guideline
• For preparation: Questionnaire for appraisal interview
• The results of the MAG are recorded in the report form for appraisal interviews. Both the manager and the employee receive a copy, which should be kept confidentially in a safe place. Once per calendar year, after all interviews have been completed, the manager has to fill in the report form for appraisal interview at the end of this page.

For managers

As a manager, you must offer the MAG to all employees assigned to you (see TISS) once per calendar year.

1. announcement

Announce to your team (via e-mail or during a team meeting) in good time in which period you want to conduct the MAG. We recommend that you conduct the MAG during the lecture-free period, e.g. February.

2. agree on an appointment

Ask all employees to make an appointment with you for the MAG. Even if the interviews can be shorter, we recommend that you plan 1.5 hours for them. When making the appointment, make sure that you choose the time and place in such a way that a quiet, trusting discussion is possible.

3. Preparation

Take the time to prepare for each individual MAG. Use the questionnaire to help you. Not all questions have to be discussed, but make sure that all four topics (1. tasks of the employee, 2. cooperation and leadership, 3. personal work and development goals, 4. personal competence development) are covered. In addition, there is the possibility of support through our external advisory service or coaching; please contact the personnel development department for this.

4. conducting the MAG

Unlike other discussion situations in everyday professional life, the appraisal interview is a discussion at eye level. Therefore, make sure to create an atmosphere of trust and to formulate your feedback in an appreciative way. Give your employee the space to address his or her own concerns.

5. Follow-up

Formally, a result protocol has to be filled out for each MAG, which remains confidential and safely stored with you and your employee. The results protocol can be filled out either by you or by your employee. The results protocol serves as a joint review of the extent to which agreements have already been implemented or, if necessary, need to be tightened up.

In addition, after all interviews have been completed, the report form, which records how many interviews have been held and how many employees have waived the MAG, is to be sent to personalentwicklung@tuwien.ac.at. The report form is to be filled out by you or your employee. By the way, submitting the report form is a prerequisite for financial support for retreats by the Human Resources Development Department.

We recommend that you inform your team about the central results (e.g. topics that have been discussed in all MAGs) and plan further measures, e.g. further work on the topics in the context of a retreat. We are happy to support you in planning your retreat and recommend external consultants from our pool.

For employees

Your manager must offer you an appraisal interview once per calendar year, but you have the right to waive this. In principle, however, we recommend that you have the interview, as topics can be addressed in the MAG that often have no place in everyday work. If your manager does not offer you an MAG, first try to approach him or her about it. If necessary, contact the personnel development department, we will be happy to support you.

1. Make an appointment

When making an appointment, make sure to choose a time that allows you to have a quiet, trusting discussion. If you wish, you can bring in a trusted person (works council or AKG).

2. Preparation

Take the time to prepare for the MAG. Use the questionnaire to help you. You do not have to discuss all the questions in it, but make sure that all the topics that are important to you are covered. In addition, there is the possibility of support from our external counselling service or coaching; please contact Human Resources Development for this.

3. Conducting the appraisal interview

Unlike other discussion situations in everyday working life, the MAG is a discussion at eye level. This means that you can also give feedback to your manager during the MAG. Make sure that you formulate your feedback in a respectful and appreciative way so that your manager can accept it.

4. Follow-up

Either you or your manager can fill out the final results protocol. Both you and your manager receive a copy, which you keep in a confidential and safe place. The results protocol serves as a joint review of the extent to which agreements have already been implemented or, if necessary, need to be re-sharpened.

Regardless of whether you are a manager or an employee, if you have specific questions about the MAG, you can contact HR Development at any time. We will also be happy to arrange a personal consultation with you.

Documents

• For a quick overview: In the FAQ's you will find answers to the most frequently asked questions.
• For more detailed information: All the requirements for the MAG are set out in detail in the guideline
• For preparation: Questionnaire for appraisal interview (en)
• The results of the MAG are recorded in the report form for appraisal interviews.  Both the manager and the employee receive a copy, which should be kept confidentially in a safe place. Once per calendar year, after all interviews have been completed, the manager has to fill in the report form for appraisal interview here at the end of this Webpage and this will be sent to HR Development.
• For particularly committed employees with whom managers would like to conclude a target agreement or whose performance is to be rewarded, there is a guide to awarding bonuses and target bonuses, in which you can read information on the awarding of bonuses and its framework conditions at TU Wien.