1. A new approach to appraisals within the University of Kent Liz Shrives working with: Melissa Bradley and Helena Torres

2. Purpose of the session The purpose of Appraisal at the University of Kent The benefits of appraisal to you and your colleagues How appraisals will work and what you need to do  Familiarise yourselves with the AUA CPD framework and the role it plays in the appraisal process  Know how to complete the Self Assessment form and how it will be used  Importance of conversation  Consider the range of developmental activities you can undertake How you can easily support your own development in the future Page 2

3. Why change appraisal? Changing Higher Education Sector University Administration Review Faculty wide review of administration restructures Re thinking what appraisals can achieve and the benefits : Opportunity to use the new AUA CPD Framework  Professional recognition Page 3

4. Appraisal Project Small pilot within the Faculty of Humanities 27 staff participated The appraisal period was moved to later in 2011 Managed by a small project team including Faculty HR Manager Engaged senior stakeholders Linked with existing University appraisal process and appraisal form Page 4

5. Project Outcomes Page 5 A pilot professional development framework based upon the AUA behaviours & CPD Framework and matched to the University’s grades Accompanying guidance notes for appraisers, FAQs, a self assessment form and letter to all staff. Use the framework in all appraisals Format to the process ‘Toolkit’ of forms and documentation

6. Appraisal at the University of Kent Page 6 Development of all staffProfessionalising the Administrative serviceSupporting managers in providing leadership to teamsRecognise and build on strengthsCommitment to support individual development and progression Providing equal weight to considering performance and personal and professional development

7. 7 AUA CPD Framework

8. Self Others Institution 8

9. What Kent has done with the AUA Framework Underpinning principles Focus on the positives to enable dealing with the negative professional areas Taking ownership and responsibility of professional development Enabling people to help themselves Look at the present or look to the future Page 9

10. What Kent has done with the AUA Framework? Appraisal Documents Briefing document Guidance notes  Appraisers Self assessment form CPD Log FAQs Page 10 How will I be expected to use it?

12. Self Assessment Form Question 1: Where am I now? Question 2: Where would I like to be in the future? Question 3: How will I get There?

13. In 2’s look at the Appraisal Self Assessment Document What are you initial thoughts about it? Questions that need answering ? Page 13 Activity 1

14. Appraisal Process Page 14 Your line manager will ask for a completed Self Assessment Document They will read your SA Form and prepare points for your appraisal discussion You will meet with your line manager to discuss the strengths of your SA Document and your CPD log You will also discuss relevant development activities Record of the meeting

15. In 2’s look at the Appraisal Self Assessment Document What are you initial thoughts about it? Page 15 Activity 1 Activity 2 Complete your Self assessment wheel (Q1 and Q2) Use the guidance in the document and the Briefing Notes What does this tell you about yourself? What development activity do you think you would benefit from and that might you suggest at your appraisal?

16. The Appraisal Meeting Using the Self Assessment wheel Linking to development activities Coaching and mentoring Committee membership Conferences Distance learning Job swaps / Secondments Peer review/support Policy development Presentations Project team membership Shadowing or work Visits Workshops Writing reports, articles Networking groups Volunteering Page 16

17. Appraisal Benefits For individuals encouraging reflection building on current capabilities, skills and knowledge increasing effectiveness increasing motivation to learn, build confidence and self-esteem enhancing transferable skills expanding and developing new areas of capability, maximising and building on strengths For line manager aiding the identification of personal and professional development needs for teams enhancing guidance available to staff as part of their preparation for appraisals acting as a guide to career and succession planning providing a framework to give praise and regular constructive feedback to individuals Page 17