Transcript Key elements & principles of appraisal

Human Resources Division
Personal and Professional Development
Staff Review and Development (SRD):
for all staff
Jessie Monck, PPD
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A manager’s role and responsibilities
Good managers… ensure individuals and the team can and do get the job done
• Commit time to planning and managing the team as well as other tasks
• Recruit the right person, use induction and probation effectively
• Plan ahead, agree and communicate clear objectives
• Give regular and constructive feedback
• Review and make plans with individuals, give opportunities for development
• Be approachable, encourage input, listen and communicate effectively
• Lead by example, celebrate successes and learn from mistakes
• Support, build trust, motivate and encourage independence
• Good employees… share responsibility to make the most of these
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Staff Review and Development
By the end of the session you will:
• understand the nature of review and its objectives
• be able to prepare for and structure a review meeting
• have considered a range of skills relevant to this process, including
setting objectives
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What IS Staff Review and Development?
“Its purpose is to enhance work
effectiveness and facilitate career
development.”
SRD Guidance Booklet Oct 2004
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The SRD framework
• Stage 1: Preparation
• Stage 2: The discussion
• Stage 3: Follow-up
• Good practice also has a Stage 4: institutional summary and response
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Stage 1: preparation
Areas to consider before the review meeting
• Practicalities: arranging date/time/venue, scheduling time to prepare & follow-up
• Work and performance in the last year
• Previous objectives (and progress) and review records
• Job description, the individual's development within the role
• Strengths and skills, areas to develop
• Notable achievements and contributions
• Enjoy most/least within the role
• Any concerns or particular feedback – with potential solutions
• Possible objectives for the coming year – how they fit with departmental goals
• Possible plans for the future – career aspirations
• Suggestions for improving how you work together
• The questions you might ask this particular individual to support their self-review
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Stage 2: the review meeting
Skills/knowledge/attributes needed for the review meeting:
• Ask useful questions to encourage self-review – and listen to answers
• Draw conclusions from discussions
• Give constructive feedback, positive attitude
• Be prepared, calm, considered, sensitive, objective
• Share bigger picture, make plans, set objectives – both work and
development
• Knowledge – 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…
Closed: This is what I
understand. Am I right?
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Key skill: giving feedback
1. Clarify: “This is what I expect to see…” (the expected standard of
performance or behaviour)
2. Explain: “This is what I actually see…” (observed performance or
behaviour)
3. Discuss together
CEDAR
4. Agree plans for improvement
5. Review progress
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Key skill: setting objectives
1. Objectives describe what needs to be ACHIEVED
2. After identifying an objective, check it is SMART
3. Consider what needs to be DONE to achieve each objective
•
Work objectives: to achieve in the next year – record on PD25
•
Development objectives: areas to develop in the next year (to help do the
job better, and to meet the work objectives) – record on PD26 (Personal
Development Plan)
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Meeting development objectives: being creative
Activities for achieving development objectives include:
• 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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Stage 3: follow-up after the discussion
• RECORD the discussion and objectives
• Reviewers
 Provide support to achieve objectives
 Review
• Reviewees
 Take responsibility for achieving objectives
 Review and communicate
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Dealing with different reactions
Advice to reviewers:
• Ask open questions – also ask specific questions to probe further
• Anticipate/pre-empt reactions
• “How are you feeling about this process (on a scale of 1 to 10)?”
• “What do you hope to get out of this process?”
• Have evidence to back up your opinion, be reasonable and objective
• Manage expectations, don’t promise what you can’t give – find out what
is possible before the meeting if possible (e.g. training opps)
• Be prepared – stay calm
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Final points about SRD
“Its purpose is to enhance work
effectiveness and facilitate career
development.”
SRD Guidance Booklet Oct 2004
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Your comments and questions
?
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Your feedback
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