Performance management sits at the heart of the RICS APC Managing People competency. Whether you are a line manager conducting your first formal review or a senior associate responsible for a team's output, you will be expected to demonstrate that you understand how to set objectives, assess performance fairly, and act on the outcomes — both for individuals and for the business.
The Managing People competency requires candidates to show practical awareness of how people are directed, developed, and retained within a surveying practice. Appraisals are the principal mechanism through which a firm translates its strategic objectives into individual accountabilities. For your APC interview, you need to be comfortable explaining not just the mechanics of an appraisal cycle, but the professional and legal framework that underpins it.
A well-run appraisal serves several distinct purposes:
Most surveying practices operate a three-stage cycle:
Candidates are sometimes asked to explain why continuous feedback matters. The short answer is that behaviour is influenced most effectively when feedback is given close in time to the event. Saving everything for the annual review is poor management practice and a common source of grievance.