Staff review and development scheme

1. Purpose of the scheme

The purpose of the Staff Review and Development Scheme (SRD) is to enhance work effectiveness and facilitate career development. Academic, research and professional services staff are reviewed under a single scheme.

Meetings between individual members of staff and reviewers provide a format for discussing the development and enhanced efficiency of working practices, including how to overcome difficulties and obstacles. Staff should be left clear about their responsibilities and feel confident that meetings present a formal regular opportunity (at least annually) to discuss any aspect of their role, including meeting their responsibilities. Informal meetings should also be offered on an ad hoc basis if necessary, and more regularly for staff working overseas.

Accountability and responsibility for the operation of the scheme rests with the Head of Department and the Departmental Administrator, who is responsible for coordinating the procedure.

2. Reviewers

There is usually one reviewer:

• the Head of Department or nominated representative for UTOs;
• the line manager for professional services staff;
• the mentor or sponsor for research staff.

Ideally, reviewers should take on no more than twelve reviews a year. Staff may express a preference for their reviewer and have the opportunity to discuss alternatives where a reviewer is not available.

3. Training

Reviewers receive appropriate training and are briefed by the Departmental Administrator before they conduct reviews for the first time.

4. Frequency of review

All staff should be reviewed annually.

5. Meetings with reviewers

The Head of Department meets with reviewers as necessary, in order to identify any common themes or emerging problems. Appropriate action can then be taken to address training needs and HR can be made aware of issues and the steps being taken to address them.

6. Confidentiality

The detail of discussions held during the review remain confidential between the reviewer and the reviewee, unless they agree otherwise. With the reviewee's consent, details of formal training needs may be sent to the departmental staff development officer or direct to the University's PPD section for action to be taken to review training provisions.

Reviewees will receive a copy of the review document and a copy will be kept electronically in accordance with the University's data compliance policy.

7. Documentation prior to a review

Reviewees are asked to submit a completed SRD record form to the reviewer(s) a few days before the meeting.

Staff review and development record form

Academic staff should also submit a completed stint form.

8. Documentation following review

The SRD record form is updated after the review and signed by all parties. It acts as a reminder of the member of staff's planned training and development activity in the period prior to the next review.

9. Objectives

1. To help staff develop their careers.
2. To improve staff performance by encouraging self-evaluation, acknowledging successes and identifying areas of change.
3. To mutually clarify realistic goals and agree expected levels of achievement.
4. To foster good communication and understanding between staff.
5. To identify changes in the organisation or operation of the Department and/or University which will afford opportunities for individuals to improve their performance.
6. To identify and develop potential for progression to ensure that staff are encouraged to achieve their full potential.
7. To assist identification of the training and development needs of staff.

10. Questions to be addressed at the review meeting

1. Achievements: Main achievements since taking up your post (or since your last review)?
2. Skills and knowledge: What skills and knowledge have you developed in that period?
3. Difficulties: Have you encountered any areas of difficulty?
4. Development: Any aspects of your role you wish to improve/develop? Any skills you feel are not being fully utilised that you would like to develop?
5. Training: Any training or development required?
6. Aspirations: Any career developments or aspirations you wish to be considered? Key targets from now until your next review?
7. Any other areas of concern?
8. For academic and research staff: Publications planned and pending, sabbatical leave plans, research grant management, admin tasks.