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Staff Review and Development (SRD): Practical for those reviewing others

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

Review work and progressPlan for future work

and development

Clarify responsibilitiesLook for solutions

Consider longer term plans

Reviewer

Reviewee

Supported self-review

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 includes a review of the review process

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Stage 1: Preparation

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Stage2: the meeting

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Stage 2: Skills, knowledge, attributes for the meeting

What are you good at?

What could you

get better at?

A mini review: practice

• Reviewer – 5 minutes, brief your ‘reviewee’ about member of your team, their role and how you expect the review to go

• Practise for 15 minutes, including:

• Short intro• Review an area of work• Agree an objective for work• Agree an objective for development• Close the discussion

• Evaluate together

• Swap roles

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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

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What if…? Encouraging engagement

Overall purpose and outcomes of SRD

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

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Review work and progress

Plan for future work and development

Reviewer

Reviewee