Transcript Key elements & principles of appraisal

Human Resources Division
Personal and Professional Development
Staff Review and Development (SRD) at CAU:
for those reviewing others
Jessie Monck, PPD, [email protected]
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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.”
Reviewer
Plan for future work
and development
Review work and progress
Clarify responsibilities
Look for solutions
Consider longer term plans
Supported self-review
Reviewee
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SRD: Why do it?
• Agreed direction
• Promote
independence
• Relationship
• Motivated staff
• Satisfaction
Reviewer
Reviewee
Self-review
Clear direction
Well-being
Development
Motivation
Team or
Group
Department
• Morale
• Performance
• Share skills
• Support
• Results
• Reputation
• Succession
• Retention
• Culture
• Focus on future
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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
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Stages in the SRD process
HoD: identify roles, ensure discussions take place, sign-off, identify trends
1. Prepare
2. Meet
3. Follow-up
Good practice includes a
review of the review process
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Preparation – before the meeting
1.
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Practical arrangements
Read relevant guidance and docs
Date, time, venue
Consider a pre-meeting
2.
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Key areas to consider:
Questions you will ask to support their self-review
Strengths and skills
Areas to develop
Plans for the next year
Longer term aspirations and career planning
Wider plans for their group/department
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Stages of the meeting
• Start the meeting
• Clarify purpose and agenda
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Discuss •
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Work, progress and achievements
Areas of strength and enjoyment
Areas and ideas for improvement
Career planning and aspirations
Ways to meet these
• Agree any actions
• Evaluate and close the meeting
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Skills, knowledge, attributes for the meeting
• Ask useful questions – and listen to answers
• Help to draw conclusions from discussions
• Be constructive – look for solutions (e.g. how to meet a
development objective)
• Share experience and knowledge: the bigger picture
• Record key points, guide the meeting, keep to time and agenda
• Be open to suggestions and feedback
Which of these do you do well?
Which could you improve?
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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?
Pair with Key skill: listening effectively
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Key skill: tips for effective feedback
The purpose of feedback is to sustain, change or improve a situation.
It must be a positive process and experience.
• Give it regularly
• Be prepared, be specific and do it at the right time
• Clarify expected and actual performance or behaviour
• Consider possible solutions or improvements
• Agree way forward
• Feedback about positives
• Model how to receive feedback well
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Key skill: Setting objectives for SRD
Record on the
SRD form
(PD25)
Work
Development
To achieve in
next 12
months
To help do the
job better
Linked to wider
objectives
To meet work
objectives
Record on the
Personal
Development
Plan (PD26)
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Key skill: Setting and achieving objectives (1-2-3)
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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Development activities
• go on a course
• take opportunity to practise
• work shadow or swap
• attend meeting/event
• find a mentor or be a mentor
• work on a project with others
• reading/research
• delegation – can provide
many possibilities for
development
• observe/speak to ‘an expert’
• be ‘the expert’ and teach
someone else
• …
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Tips for dealing with challenges
• Anticipate/pre-empt reactions
• Ask questions to understand the situation
• Ask “What do you hope to get out of this process?” or “how are
you feeling about it?”
• Have evidence to support your opinion, be reasonable and
objective
• Agree to find out more and discuss again
• Manage expectations, don’t promise what you can’t give
• Be prepared – stay calm
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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 and communicate
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Overall purpose and outcomes of SRD
“Its purpose is to enhance work effectiveness and facilitate career
development.”
Reviewer
Plan for future work
and development
Review work
and progress
Reviewee
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