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

Jessie Monck, PPD, jcm56@cam.ac.uk

Human Resources DivisionPersonal and Professional Development

Overall purpose and outcomes of SRD

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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

Review work and progressPlan for future work

and development

Clarify responsibilitiesLook for solutions

Consider longer term plans

Reviewer

Reviewee

Supported self-review

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Roles and responsibilities

Employees with responsibility for others…

• ensure individuals and the team can and do get the job done

All employees…

• take responsibility to meet standards and expectations of the job

SRD: Why do it?

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RevieweeSelf-reviewClear directionWell-beingDevelopmentMotivation

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

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Stages in the SRD process

Good practice can include: 4. Review of the review process

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Stage 1: Preparation – before the meeting

2. 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

1. Practical arrangements • Read relevant guidance, incl. PD25• Date, time, venue• Consider a pre-meeting

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Stage 2: Stages of the meeting

The meeting – in film

Look out for what is done well and not so well (e.g. skills, knowledge, behaviour)

1.Start of the meeting 1

2.Start of the meeting 2

3.Middle of the meeting 1

4.Middle of the meeting 2

5.End of the meeting 1

6.End of the meeting 2

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What could you do more (or less) of?

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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

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Key skill: asking questions

Open: Tell me about…

Probing: Can you expand…(who, where, when, how ?)

Closed: This is what I understand. Am I right?

Key skill: tips for effective feedback

Giving feedback

Be prepared, be specific

Clarify expected and actual performance or behaviour

Consider possible solutions or improvements

Agree way forward

Feedback about positives too

Model how to receive feedback well

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Receiving feedback

Approach it positively and calmly

Listen activity to feedback

Ask for specific examples or clarification if necessary

Consider the feedback and possible ways to address it

Make a note of key points

Try to thank the person

The purpose of feedback is to change or improve a situation. It must be a positive process and experience.

Key skill: Setting objectives for SRD

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Record on the SRD form

(PD25)

Record on the Personal Development Plan (PD26)

1. Identify what needs to be achieved

2. Clarify and record it (be SMART)

3. Consider what needs to be done to achieve each objective

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Key skill: Setting and achieving objectives (1-2-3)

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Meeting development objectives: being creative

• 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

• …

Activities for achieving development objectives include:

End of meeting 2

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Stage 3: follow-up after the discussion

• RECORD the discussion and objectives (using the PD25)

• Reviewees

Take responsibility for achieving objectives

Review and communicate

• Reviewers

Provide support to achieve objectives

Review

Overall purpose and outcomes of SRD

“Its purpose is to enhance work effectiveness and facilitate career development.” SRD Guidance 2004

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Review work and progress

Plan for future work and development

Reviewer

Reviewee

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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