Staff Development & Performance
Review
What is SDPR?
• The emphasis of SDPR is to support and develop staff to perform their existing and future roles.
• SDPR will aim to compliment, not replace, existing systems of monitoring (e.g. research monitoring and Quality Assurance).
• All members of staff, (except for those who are within their probationary period*) will be required to attend a review meeting.
• Although not formally required to take part in SDPR, Probationary Staff are actively encouraged to participate, if they wish to. The SDPR process provides useful insights into the probationer's work and on completion of
What is SDPR?
• Development: SDPR will ensure the development of new skills, attitudes and knowledge that will help you learn within the workplace.
• Performance: This is an opportunity to review and capture your successes over the previous year and to set targets for the coming year, as well as discussing where you need support.
• Clarity: The review meetings will aim to achieve a common understanding about what you are being asked to do and how this fits into the department’s aims.
Process
• Meetings take place between the member of staff and the first reviewer, who will be selected by the head of department.
• The review process will overseen by a second reviewer and by the head of department, who will check that targets are feasible and aligned with the goals of the department, but also to ensure that previous achievements are recognised.
• The annually completed form will be confidential and seen only by the member of staff, first and second reviewers and the head of department.
Process
• This process aims to support you in your work and will focus on reviewing work over the past year in order to secure future success for you as an individual and ultimately for the University as an institution.
• The process is separate from those associated with HERA, re-grading or research monitoring and other existing appraisal systems, although these may feed into the SDPR process.
• SDPR is also separate from existing University processes which deal with complaints, grievance or disciplinary matters.
• The key aims and objectives of SDPR remain the same for every individual and every department across the University – that is to make sure that all of us are valued and supported in working towards shared goals.
What is SDPR?
Video
English
:
http://www.aber.ac.uk/en/sdpr/video/
Therefore….
SDPR is primarily about…
• Communication, Cooperation, Common Understanding & Consensus …and is informed by
• Personal Reflection Its focus is on….
• Performance Improvement - for individuals and departments …which is achieved through
• Personal and Professional Development ...by
Arranging the meeting
At least two weeks before the meeting:
1. Your Reviewer will contact you by email (this begins the SPDR process) and:
a) Explain the process to ensure you know what is required from you.
b) Present a list of relevant documents (online SDPR Form, Guidance for the online system, job description, department strategic aims etc), which you should use when preparing your review form
2. Set a date for the first draft of your review form to be returned to the Reviewer
a) Spend time completing the form online or as a paper copy
b) Ensure the Reviewer has plenty of time to read the SPDR Form before the meeting
3. Set a date, time and location for the review meeting
a) Ensure you know the date, time and location for the meeting (e.g. this may be sent as an Outlook request)
Preparing for the meeting
1. Read the Review Form
a) And your job description, previous SDPR (if available) or other relevant documents
2. Make notes. Consider the following questions:
a) What were your objectives for the previous 12 months? b) Were the objectives SMART?
c) What went well?
d) Why did it go well?
e) If you failed to meet objectives why did this happen?
f) What factors affected these objectives (time, resources, changing priorities)?
g) What could you have done differently? h) What motivates you?
i) What dis-incentivises you?
Preparing for the meeting
k) What challenges do you foresee for the coming year? l) How would you like to develop in your career?
m) How can your manager support your personal and professional development?
4. Consider your departmental and team objectives:
a) What areas of activity do you cover?
b) In relation to these areas of activity, what objectives could you help your team / department achieve?
– Write down 3/5 draft objectives for discussion in the meeting
5. Training and Development
a) What training and development have you previously completed?
Before the meeting
Consider the following:
Location: where are you going to meet?
A neutral location (meeting room) is preferable to either your workspace or the
Reviewers office.
If at all possible, do not use public spaces (Arts Centre, Penbryn) as the meeting should be confidential
Ensure you are not distracted. Turn off your mobile, reroute your phone, turn off
email (a computer however may be required in some circumstances)
Environment: create a conducive environment
Do not sit at a desk. This creates a physical and psychological barrier between you and the Reviewer
Starting the meeting
Consider the following:
Welcome: Remember this meeting is about you!
This is your time. Use it wisely!
Relax!
If you are unsure about anything – ask!
Starting the conversation: again be positive!
The focus of the discussion should only relate to the information provided on the SDPR form or maybe your job description.
Do not discuss grievance or complaint issues unless they are directly related to previous SDPR targets.
Remember daily management and performance issues should be dealt with on a daily basis. They should not be part of this meeting which focuses on personal and professional development and performance enhancement and improvement!
During the meeting
Consider the following: Listen: actively!
Ask questions Take notes: effectively!
Pause the conversation to take notes. If you write and try listening you may miss a key issue!
Clarify: appropriately!
SMART Objectives
Specific Measurable Achievable Relevant Time BoundHow many objectives
Ending the Meeting
Consider the following: Timing: do not overrun!
Keep to the timescale Next Steps: who does what!
Ensure you understand what you must do after the meeting: Make appropriate changes to the SDPR Review Form Write up SMART objectives on the SPDR online system
Write up Training & Development plan on the SPDR online system sign up to relevant CPD sessions
Ensure you understand what the Reviewer will do after the meeting:
Agreed final Review Form, SMART objectives and Training & Development Plan on the SPDR online system