1. Human Resources Division
Personal and Professional Development
Staff Review and Development (SRD): Practical for those reviewing others
Intro me
Refresher/new
Also as reviewee
Today’s objectives:
To build-on understating about purpose and outcomes of SRD, following the online learning module
To discuss key stages for effective SRD with others
To practise in roles of reviewer and/or reviewee
To share tips, advice and good practice with others
Range of experience – chance to refresh or reassure or build on skills – share good practice
Use your own review experience to think about what makes it good
Review your own experience of reviewing others – what would you like to do better?
What are your challenges? and how to overcome? (Link with What if scenarios)
Intro – name & either a challenge or something to get better at - flip
Jessie Monck, PPD,

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
Review work and progress
Plan for future work
and development
Clarify responsibilities
Look for solutions
Consider longer term plans
Reviewer
Reviewee
Supported self-review
Reminder

3. SRD: Why do it? Reviewee Self-review Clear direction Well-being
Reviewer
Agreed direction
Promote independence
Relationship
Motivated staff
Satisfaction
Team or Group
Morale
Performance
Share skills
Support
Department
Results
Reputation
Succession
Retention
Culture
Focus on future
Reviewee
Self-review
Clear direction
Well-being
Development
Motivation
Before we look at HOW to do it, let’s look at why it matters. Draw on own experience
Who are the stakeholders in this?
Reviewee
Reviewer
PI/Group
DAMTP
Activity – 4 small groups, one each
Outcome for reviewer? Motivating to support less experienced colleagues. Find out what is working, build knowledge across dept.
Outcomes for org? People working happily and effectively together, good for motivation and performance, culture/reputation attracts/retains right people

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 employment and support
Genuine interest in making it useful
Trust – no surprises, open about ongoing feedback
Knowledge about the process and outcomes – knowledge about future areas of work (bigger plans)
Integral part of good management

5. Stages in the SRD process
1. Prepare
2. Meet
3. Follow-up
Good practice includes a
review of the review process

6. Stage 1: Preparation Do as whole group – reveal summary & box
Alone – activity to prepare based on someone they will review
Check if in or out of line management role
What questions would you ask this person to help them to self-review?
How will they ‘hear’ your message? What will help them to self-review?

7. Stage2: the meeting Start the meeting Clarify purpose and agenda
Discuss
Work, progress and achievements
Areas of strength and enjoyment
Areas and ideas for improvement
Plans and objectives, work and development
Career planning and aspirations
Agree actions
Evaluate and close the meeting
Reviewer to guide through these stages
Middle section to discuss achievements, progress, what’s gone well/not so well
Agree plans, targets and objectives
Consider personal development in context of career aspirations

8. Stage 2: Skills, knowledge, attributes for the meeting
Do as whole group
Alone:
What are they good at?
What do they want to get better at?
What are you good at?
What could you get better at?

9. A mini review: practice
Reviewer – 5 minutes, brief your ‘reviewee’ about member of your team, their role and how you expect the review to go
Practise for 15 minutes, including:
Short intro
Review an area of work
Agree an objective for work
Agree an objective for development
Close the discussion
Evaluate together
Swap roles

10. 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
Until now we have considered the first 2 stages in the process – the preparation and all the skills/knowledge that you can bring to a meeting. The final stage is to integrate into the ongoing work and development of the reviewee, and your management of that person – linking it back to the benefits and outcomes of the process overall. Let’s assume you’ve had your meeting – what do you need to do afterwards?

11. What if…? Encouraging engagement
IN most cases, people are keen to take part
Pre-empting different (or difficult) situations
Occasionally you may experience a difficult or different reaction. SLIDE some examples – and words of advice that you have submitted. In most cases, really good questioning can help to avoid and/or alleviate these problems – it may be upfront and along the lines “I sense you are not feeling positive about this process, can you tell me why?”. You are looking for open and honest discussion – and in most cases this is what you will get. Try to anticipate before the kind of questions you might need to ask, or pre-empt how you think someone will respond – could a quick pre-meeting help alleviate any anxiety or misunderstanding about the process?

12. Overall purpose and outcomes of SRD
“Its purpose is to enhance work effectiveness and facilitate career development.” SRD Guidance
Review work
and progress
Plan for future work and development
Reviewer
Reviewee
Final points – SRD is intended to be a supportive and motivating process for both people taking part. It is not meant to replace the ongoing daily, weekly management of individuals, but is a chance to step back, to take stock and agree plans ahead. If necessary start with ones you feel will go smoothly and build on your experience.