Welcome to the Feedback Provider Briefing Behaviours 360 feedback Amanda Brown

What we aim to cover Performance 2020 objectives Leadership behaviours 360 feedback process Next steps Any questions

UWE 2020 Strategic Aim “ By 2020 UWE is operating in a culture of high performance and constructive challenge”

Our Purpose Advancing knowledge, inspiring people and transforming futures is at the heart of everything that we do. Why do we need a high performance culture? Drivers in our sector Higher Engagement Drivers within UWE Higher Performance Student controls relaxed UWE declining market share Expansion of other institutions New entrants to the market Rising expectations Changing technologies UWE Employment engagement index 2014 – 53%

Key enabler 1: People: performance and development Ambition: A culture of high performance and constructive challenge Measured by: % people who recommend UWE as a place to work How? Shared purpose and clear roles that feed into this Building our capability through greater skills and knowledge Collaborative leadership which empowers our people to engage and deliver Agility – focusing on continuous improvement towards long term goals

Performance 2020 programme High Performance 1. Leadership Behaviours 2. Organisation Design 3. Recruitment 4. Talent Management 5. Maximising Performance 6. Reward & Recognition 7. Learning & Development

UWE 2020 High Performing Leadership Model FINAL Thinks & Acts Strategically Understands our Context Understands UWE, Students & Stakeholders Acts Decisively Leads Change Continually Improves Sets Direction, Engages and Connects People Delivers Excellent Results Builds Trust Listens Trustworthy Collaborator Influences with Integrity Leads Authentically Manages Performance Develops Individuals Builds High Performing teams Personally Effective Confident Achiever Passion & Expertise Self Aware & Self Managing UWE 2020 High Performing Leadership Model

8 “The best leaders at all levels of an organization create energising or high performing climates for their teams. Research over the past 40 years has consistently shown that the climate a leader creates in his or her work environment can account for as much as 30% of the variance in performance outcomes.”

What is 360 Feedback 360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports.

Why 360 Feedback “Gathers feedback on a individual from a number of sources, with the purpose of obtaining wide ranging information to form an accurate picture of performance” “It enables an individual to improve their performance or to sustain already effective performance” “it gives an individual an opportunity to understand their strengths and areas of development”