1. 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

2. 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

3. 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

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

5. 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

6. 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

7. 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

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

9. 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

10. 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)

11. 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 …

12. 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

13. 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

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

15. Your comments and questions?

16. Your feedback
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