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Department of History and Philosophy of Science


1. Purpose of the scheme

The purpose of the Staff Review and Development Scheme (SRD) is to enhance work effectiveness and facilitate career development. The scheme was updated in 2004 in line with SRD framework requirements so that all staff groups (academic, research and support staff) are treated under the one scheme.

The scheme involves meetings between individual members of staff and reviewers which provide a format for discussing ways in which the work of the member of staff can be developed and ways in which any difficulties or obstacles to progress can be removed. It tries to ensure that staff are clear about their responsibilities and it provides a formal regular opportunity (at least every two years) to discuss any help they may need in meeting these.

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 support staff;
  • the mentor or sponsor for research staff.

Each reviewer should ideally do no more than twelve reviews a year. Staff may express a preference for who is to conduct their review and they also have the opportunity to discuss alternatives in cases 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

In January 2015 it was agreed that all staff should be reviewed annually.

5. Review schedule

A schedule of reviews to be carried out in the forthcoming academic year is prepared annually and review dates are recorded on CHRIS which generates reports that assist with future review planning.

6. 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 any training needs and HR consultants can be made aware of any issues that have emerged and steps that are being taken to address these.

7. Confidentiality

The details of the discussion during the review remain confidential between the reviewer and the member of staff concerned, unless they agree otherwise. With the member of staff's consent, details of formal training needs may be sent to the institution's staff development officer or direct to the PPD for action to be taken to review training provisions.

A copy of the review document is given to the member of staff. The original is stored in the member of staff's file in the Administrator's Office, and can only be accessed by the Head of Department, the reviewer, and the member of staff concerned.

8. Documentation prior to a review

The member of staff is 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 stints form.

9. 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.

The review should also be recorded on the Staff Review and Development system and signed off by the reviewer and member of staff.

10. Objectives

  1. To help individual members of staff to 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 School/Planning Unit, 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 the identification of the training and development needs of staff.

11. 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: Areas of difficulty, if any, encountered?
  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.