Transcript Document
Staff Appraisal Scheme
• • • • • • • • • • • •
Index
Why introduce appraisal now?
Strategic priorities Approval What it is not Why this scheme?
Purpose Responsibilities Objective setting Process Documentation Role of Human Resources Any questions?
Why introduce appraisal now?
• • • • The challenges ahead Growth Independence Working smarter/differently
Strategic Priorities
• Strategic Plan – Financial Sustainability, Planning & Effectiveness Achieving Best Use of Staff • The university intends to introduce a staff charter and enhanced staff appraisal to ensure staff capability is developed and that good performance is recognised and rewarded and performance weaknesses are effectively managed.
Commitment to the Scheme
“Glyndwr University is committed to appraising performance and developing staff to enable them to meet their full potential and make a valued contribution to the University’s Vision, Mission and to the University as a whole.”
Who has approved the Scheme?
• • • • UCU – contractual issue UNISON HR Committee Board of Governors
What it is not
• • A disciplinary hearing It’s about performance NOT personality
Why this Scheme?
• • • Simple and straight forward Previous schemes piloted – didn’t work Taken account of feedback given on other schemes
PURPOSE
Purpose of the Scheme
• • • • • To assess the performance To determine, clear, relevant and measurable targets, for the short, medium and long term Goals and objectives support institutional/organisational goals and objectives. The Department’s business plan should be central to this process Consider individual training and development needs that may exist Promotion/regrading
Purpose of the Scheme
This scheme is designed to provide the opportunity for staff to: • • Evaluate and seek recognition for their achievements and help them to identify ways of maintaining high quality or enhancing skills, knowledge and performance Assist in the overall planning and development of the Department and the achievement of local and wider University objectives
Purpose of the Scheme
Main purpose of the Scheme is to: • Understand the objectives of the Department and University, and your contribution to these • • • Your performance Identify personal development and training needs Build relationships and rapport between team managers and their manager/appraiser
Purpose of the Scheme
• • Career development planning Provide a flexible and bureaucracy light approach 3 steps of the appraisal process to be followed: • • • Joint review (appraisal) of work Objective setting and production of a personal development plan Evaluation of learning and development between the appraisee and manager/appraiser (development reviews)
RESPONSIBILITIES
Responsibilities
• The Line Manager is normally the person responsible for appraising their own staff • However an experienced peer may conduct the review
Appraisee & Appraiser’s Responsibilities are Common to Both Parties
• • • Prepare fully for the appraisal Contribute to the appraisal process itself Support the appraisal process as a whole
Objective Setting
• • • • • • Must be SMART (Specific, Measureable, Achievable, Relevant and Time band) Must be relevant to the post holders work Achievable within an agreed period Quantitively or qualitatively measureable Objectives may change Meeting should close with agreement between both parties as to what actions need to be taken by whom and when
PROCESS
Process
The review meeting is an annual event with interim informal meetings to review progress, as appropriate and is mandatory for all members of staff who have completed their probation period.
Notification of Meeting Letter
• You should receive a letter informing you of date, time and venue of the meeting • The date should not normally be less than 10 working days from time of notification
Preparation & Planning
• Be aware of your Department’s and/or University Strategies objectives and priorities • This will form the basis in which to map your activity and identify future development needs to meeting those of the Department and University • Check you have all the relevant paperwork Appraisal forms Job description Strategy Your CV • This is your opportunity
DOCUMENTATION
Staff Appraisal & Development Form
Name Institute Department Job Title Start Date in Post Name of Reviewer Date of last review/probation completion
Form Filling
• On the Staff Appraisal & Development form Appraisee is to complete Section A • The form, with Section A and a copy of your current CV to be sent to the Appraiser no less than 5 working days before the Appraisal Meeting
Section A
i.
Your role, activities and developments over the review period how they meet the objectives of Department/University ii.
Role Profile/Job Description iii.
Review of Objectives iv.
Objectives for the forthcoming review period v.
What do you see as the main barriers to you achieving the maximum in your job?
Section B : To be completed by the Reviewer
• Appraiser should complete Section B of the Pack (as appropriate) • Review of objectives • Objectives for forthcoming review period
Section C : Training Needs Appraiser to Complete to be undertaken during the following 12 months
• Internal/external training • Other personal and professional development • Contributing to Department’s and/or University’s achievement • Training will be granted only if relevant, within budget and meets the needs of the business
Section D : Statement
• Add any comments • Clarify any issues at this point • Agree and both sign the document • Date for follow up meeting should be set
Appendix 2
• To be completed and signed by both parties Training undertaken Future personal development
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Role of Human Resources
To make available electronically appropriate scheme documentation including advice on the conduct of meetings – wherever possible all documentation must be completed and exchanged electronically; To assist in adapting and contextualising documentation to meet the needs of the individual Institute/Department or staff group; To provide appropriate training and development for staff– members and Reviewers involved in the Review process; To monitor and evaluate the effectiveness of the Appraisal process; To develop an annual Training and Development Summary Plan for Glyndwr University; To support the development needs of individuals and Departments/Institutes, wherever possible in conjunction with managers.