Staff Review and Development (SRD): for all staff Human Resources Division Personal and Professional Development Staff Review and Development (SRD): for all staff Jessie Monck, PPD

A manager’s role and responsibilities Good managers… ensure individuals and the team can and do get the job done Commit time to planning and managing the team as well as other tasks Recruit the right person, use induction and probation effectively Plan ahead, agree and communicate clear objectives Give regular and constructive feedback Review and make plans with individuals, give opportunities for development Be approachable, encourage input, listen and communicate effectively Lead by example, celebrate successes and learn from mistakes Support, build trust, motivate and encourage independence Good employees… share responsibility to make the most of these

Staff Review and Development By the end of the session you will: understand the nature of review and its objectives be able to prepare for and structure a review meeting have considered a range of skills relevant to this process, including setting objectives 5

What IS Staff Review and Development? “Its purpose is to enhance work effectiveness and facilitate career development.” SRD Guidance Booklet Oct 2004

The SRD framework Stage 1: Preparation Stage 2: The discussion Stage 3: Follow-up Good practice also has a Stage 4: institutional summary and response

Stage 1: preparation Areas to consider before the review meeting Practicalities: arranging date/time/venue, scheduling time to prepare & follow-up Work and performance in the last year Previous objectives (and progress) and review records Job description, the individual's development within the role Strengths and skills, areas to develop Notable achievements and contributions Enjoy most/least within the role Any concerns or particular feedback – with potential solutions Possible objectives for the coming year – how they fit with departmental goals Possible plans for the future – career aspirations Suggestions for improving how you work together The questions you might ask this particular individual to support their self-review

Stage 2: the review meeting Skills/knowledge/attributes needed for the review meeting: Ask useful questions to encourage self-review – and listen to answers Draw conclusions from discussions Give constructive feedback, positive attitude Be prepared, calm, considered, sensitive, objective Share bigger picture, make plans, set objectives – both work and development Knowledge – the direction of future work and opportunities Record key points, guide the meeting, keep to time and agenda Be open to suggestions and feedback

Key skill: asking questions Open: Tell me about… Probing: Can you expand… Closed: This is what I understand. Am I right?

Key skill: giving feedback Clarify: “This is what I expect to see…” (the expected standard of performance or behaviour) Explain: “This is what I actually see…” (observed performance or behaviour) Discuss together Agree plans for improvement Review progress CEDAR

Key skill: setting objectives Objectives describe what needs to be ACHIEVED After identifying an objective, check it is SMART Consider what needs to be DONE to achieve each objective Work objectives: to achieve in the next year – record on PD25 Development objectives: areas to develop in the next year (to help do the job better, and to meet the work objectives) – record on PD26 (Personal Development Plan)

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

Stage 3: follow-up after the discussion RECORD the discussion and objectives Reviewers Provide support to achieve objectives Review Reviewees Take responsibility for achieving objectives Review and communicate

Dealing with different reactions Advice to reviewers: Ask open questions – also ask specific questions to probe further Anticipate/pre-empt reactions “How are you feeling about this process (on a scale of 1 to 10)?” “What do you hope to get out of this process?” Have evidence to back up your opinion, be reasonable and objective Manage expectations, don’t promise what you can’t give – find out what is possible before the meeting if possible (e.g. training opps) Be prepared – stay calm

Final points about SRD “Its purpose is to enhance work effectiveness and facilitate career development.” SRD Guidance Booklet Oct 2004

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