1 staff review and development (srd): for those being reviewed jessie monck, ppd, jcm56@cam.ac.uk...
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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
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