Human Resources Division Personal and Professional Development Staff Review and Development (SRD): Practical for those reviewing others Intro me Refresher/new Also as reviewee Today’s objectives: To build-on understating about purpose and outcomes of SRD, following the online learning module To discuss key stages for effective SRD with others To practise in roles of reviewer and/or reviewee To share tips, advice and good practice with others Range of experience – chance to refresh or reassure or build on skills – share good practice Use your own review experience to think about what makes it good Review your own experience of reviewing others – what would you like to do better? What are your challenges? and how to overcome? (Link with What if scenarios) Intro – name & either a challenge or something to get better at - flip Jessie Monck, PPD, jcm56@cam.ac.uk

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.” SRD guidance Review work and progress Plan for future work and development Clarify responsibilities Look for solutions Consider longer term plans Reviewer Reviewee Supported self-review Reminder

SRD: Why do it? Reviewee Self-review Clear direction Well-being Reviewer Agreed direction Promote independence Relationship Motivated staff Satisfaction Team or Group Morale Performance Share skills Support Department Results Reputation Succession Retention Culture Focus on future Reviewee Self-review Clear direction Well-being Development Motivation Before we look at HOW to do it, let’s look at why it matters. Draw on own experience Who are the stakeholders in this? Reviewee Reviewer PI/Group DAMTP Activity – 4 small groups, one each Outcome for reviewer? Motivating to support less experienced colleagues. Find out what is working, build knowledge across dept. Outcomes for org? People working happily and effectively together, good for motivation and performance, culture/reputation attracts/retains right people

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 Genuine interest in making it useful Trust – no surprises, open about ongoing feedback Knowledge about the process and outcomes – knowledge about future areas of work (bigger plans) Integral part of good management

Stages in the SRD process 1. Prepare 2. Meet 3. Follow-up Good practice includes a review of the review process

Stage 1: Preparation Do as whole group – reveal summary & box Alone – activity to prepare based on someone they will review Check if in or out of line management role What questions would you ask this person to help them to self-review? How will they ‘hear’ your message? What will help them to self-review?

Stage2: the meeting Start the meeting Clarify purpose and agenda Discuss Work, progress and achievements Areas of strength and enjoyment Areas and ideas for improvement Plans and objectives, work and development Career planning and aspirations Agree actions Evaluate and close the meeting Reviewer to guide through these stages Middle section to discuss achievements, progress, what’s gone well/not so well Agree plans, targets and objectives Consider personal development in context of career aspirations

Stage 2: Skills, knowledge, attributes for the meeting Do as whole group Alone: What are they good at? What do they want to get better at? 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

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 Until now we have considered the first 2 stages in the process – the preparation and all the skills/knowledge that you can bring to a meeting. The final stage is to integrate into the ongoing work and development of the reviewee, and your management of that person – linking it back to the benefits and outcomes of the process overall. Let’s assume you’ve had your meeting – what do you need to do afterwards?  

What if…? Encouraging engagement IN most cases, people are keen to take part Pre-empting different (or difficult) situations Occasionally you may experience a difficult or different reaction. SLIDE some examples – and words of advice that you have submitted. In most cases, really good questioning can help to avoid and/or alleviate these problems – it may be upfront and along the lines “I sense you are not feeling positive about this process, can you tell me why?”. You are looking for open and honest discussion – and in most cases this is what you will get. Try to anticipate before the kind of questions you might need to ask, or pre-empt how you think someone will respond – could a quick pre-meeting help alleviate any anxiety or misunderstanding about the process?

Overall purpose and outcomes of SRD “Its purpose is to enhance work effectiveness and facilitate career development.” SRD Guidance Review work and progress Plan for future work and development Reviewer Reviewee Final points – SRD is intended to be a supportive and motivating process for both people taking part. It is not meant to replace the ongoing daily, weekly management of individuals, but is a chance to step back, to take stock and agree plans ahead. If necessary start with ones you feel will go smoothly and build on your experience.