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Staff Review and Development (SRD) at CAU: for those reviewing others

Human Resources Division Personal and Professional Development. Staff Review and Development (SRD) at CAU: for those reviewing others. Jessie Monck, PPD, jcm56@cam.ac.uk. Overall purpose and outcomes of SRD. SRD is for all employees across all grades and staff groups.

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Staff Review and Development (SRD) at CAU: for those reviewing others

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  1. Human Resources Division Personal and Professional Development Staff Review and Development (SRD) at CAU: for those reviewing others Jessie Monck, PPD, jcm56@cam.ac.uk

  2. Overall purpose and outcomes of SRD SRD is for all employees across all grades and staff groups. “Its purpose is to enhance work effectiveness and facilitate career development.” Reviewer Plan for future work and development Review work and progress Clarify responsibilities Look for solutions Consider longer term plans Supported self-review Reviewee

  3. SRD: Why do it? Reviewee Self-review Clear direction Well-being Development Motivation

  4. What does SRD need to succeed? • Commitment & genuine interest in making it useful • Knowledge about it – e.g. why and how • Time to prepare • Ability to reflect on knowledge and experience • Ability to draw meaningful conclusions and objectives • Be an on-going part of good employmentand support

  5. Stages in the SRD process HoD: identify roles, ensure discussions take place, sign-off, identify trends Good practice includes a review of the review process

  6. Preparation – before the meeting • Practical arrangements • Read relevant guidance and docs • Date, time, venue • Consider a pre-meeting • Key areas to consider: • Questions you will ask to support their self-review • Strengths and skills • Areas to develop • Plans for the next year • Longer term aspirations and career planning • Wider plans for their group/department

  7. Stages of the meeting

  8. Skills, knowledge, attributes for the meeting • Ask useful questions – and listen to answers • Help to draw conclusions from discussions • Be constructive – look for solutions (e.g. how to meet a development objective) • Share experience and knowledge: the bigger picture • Record key points, guide the meeting, keep to time and agenda • Be open to suggestions and feedback Which of these do you do well? Which could you improve?

  9. Key skill: asking questions Open: Tell me about… Probing: Can you expand… (who, where, when, how ?) Closed: This is what I understand. Am I right? Pair with Key skill: listening effectively

  10. Key skill: tips for effective feedback The purpose of feedback is to sustain, change or improve a situation. It must be a positive process and experience. • Give it regularly • Be prepared, be specific and do it at the right time • Clarify expected and actual performance or behaviour • Consider possible solutions or improvements • Agree way forward • Feedback about positives • Model how to receive feedback well

  11. Key skill: Setting objectives for SRD Record on the Personal Development Plan (PD26) Record on the SRD form (PD25)

  12. Key skill: Setting and achieving objectives (1-2-3) • Identify what needs to be achieved • Clarify and record it (be SMART) • Consider what needs to be done to achieve each objective

  13. go on a course work shadow or swap find a mentor or be a mentor reading/research observe/speak to ‘an expert’ be ‘the expert’ and teach someone else Development activities • take opportunity to practise • attend meeting/event • work on a project with others • delegation – can provide many possibilities for development • …

  14. Tips for dealing with challenges • Anticipate/pre-empt reactions • Ask questions to understand the situation • Ask “What do you hope to get out of this process?” or “how are you feeling about it?” • Have evidence to support your opinion, be reasonable and objective • Agree to find out more and discuss again • Manage expectations, don’t promise what you can’t give • Be prepared – stay calm

  15. Stage 3: follow-up after the discussion • RECORD the discussion and objectives (use PD25 and PD26) • Reviewees • Take responsibility for achieving objectives • Review and communicate • Reviewers • Provide support to achieve objectives • Review and communicate

  16. Overall purpose and outcomes of SRD “Its purpose is to enhance work effectiveness and facilitate career development.” Reviewer Plan for future work and development Review work and progress Reviewee

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