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Staff Review and Development (SRD): For those being reviewed

Human Resources Division Personal and Professional Development @ cam_ppd. Staff Review and Development (SRD): For those being reviewed. 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): For those being reviewed

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  1. Human Resources Division Personal and Professional Development @cam_ppd Staff Review and Development (SRD): For those being reviewed 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.” SRD Guidance 2004 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. Balancing roles and responsibilities Employees with responsibility for others… • take responsibility to create an environment to help ensure individuals and the team can and do get the job done All employees… • take responsibility to meet standards and expectations of the job

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

  5. 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

  6. Stages in the SRD process Good practice can include: 4. Review of the review process

  7. Stage 1: Preparation – before the meeting • Practical arrangements • Read relevant guidance, incl. PD25 • Date, time, venue • Consider a pre-meeting • Key areas to consider: • Work and performance • Strengths and skills • Areas to develop • Potential objectives for the next year • Wider plans for the team/organisation/department • Longer term aspirations • Questions you will ask

  8. Stage 2: Stages of the meeting

  9. The meeting – in film Look out for what is done well and not so well (e.g. skills, knowledge, behaviour) • Start of the meeting 1 • Start of the meeting 2 • Middle of the meeting 1 • Middle of the meeting 2 • End of the meeting 1 • End of the meeting 2 What could you do more (or less) of?

  10. Stage 2: Skills, knowledge, attributes for the meeting • Ask useful questions – and listen to answers • Draw conclusions from discussions • Be constructive – look for solutions (e.g. how to make an improvement, or meet a development objective) • Consider bigger picture, make plans, agree objectives • Knowledge – e.g. the direction of future work and opportunities • Record key points, guide the meeting, keep to time and agenda • Be open to suggestions and feedback

  11. Key skill: tips for effective feedback The purpose of feedback is to change or improve a situation. It must be a positive process and experience.

  12. “What if….” possible challenges or concerns

  13. Tips for dealing with challenges • Practise assertive behaviour • Be clear about what you want to get out of the process • Anticipate/pre-empt reactions • Ask open questions and also ask specific questions to probe further or to get clarification • Have evidence to back up your opinion, be reasonable and objective • Manage expectations e.g. agree reasonable time lines and discuss priorities • Be prepared – stay calm

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

  15. 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

  16. 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 Meeting development objectives: being creative Activities for achieving development objectives include: • take opportunity to practise • attend meeting/event • work on a project with others • delegation – can provide many possibilities for development • … End of meeting 2

  17. Stage 3: follow-up after the discussion • Both RECORD the discussion and objectives (use PD25 and PD26) • Reviewees • Take responsibility for achieving objectives • Continue to review and communicate progress • Reviewers • Provide support to achieve objectives • Continue to review and communicate • Head of Dept • Sign-off records, identify trends • Continue to review and communicate

  18. Overall purpose and outcomes of SRD “Its purpose is to enhance work effectiveness and facilitate career development.” SRD Guidance 2004 Reviewer Plan for future work and development Review work and progress Reviewee

  19. PPD’s online learning resources http://www.ppd.admin.cam.ac.uk/online-learning • Effective SRD • Giving Effective Feedback • Managing Challenging Conversations • Roles and Responsibilities • Communicating Assertively • And more

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