Staff Review and Development Summary
This page provides a summary of the University’s approach to Staff Review and Development. For further details, please refer to the HR guidance on the Staff Review and Development page and the Performance & Development site.
What is Staff Review and Development?
The Staff Review and Development (SRD) process aims to enhance work effectiveness and support professional development. While all employees should have a formal SRD meeting each year, more informal performance, development and wellbeing conversations should take place throughout the year, enabling objectives, priorities and development plans to be reviewed and adapted as circumstances evolve.
Who is it for?
All University employees (SRD covers all roles and grades).
What do I need to know?
SRD discussions take place annually. However, those responsible for managing the performance of others should be having regular informal one to one performance, development and wellbeing conversations throughout the year, enabling objectives, priorities and development plans to be reviewed and adapted as circumstances evolve.
Institutions have flexibility to decide on the timing of their SRD cycle and on how reviewers are allocated. In many cases the employee will have their SRD discussion with their line manager. The SRD guidance details who undertakes SRD discussions for Academic and Research roles.
Forms and record keeping
Check with your institutional administrator which form they would like you to use to record the outcomes of your SRD meeting. If they do not specify a particular form, the University SRD record template (PD25) can be used. Alternatively, new forms for the different staff groups are currently being piloted if you would prefer to use these:
The manager and individual should keep a secure copy of the completed SRD form. This may also be reviewed by the Head of Institution to give them an overview of the SRD discussions in their area.
The date of each SRD discussion needs to be recorded on CHRIS, normally by the department’s administrator. Recording this information on CHRIS allows the University to understand how many SRD discussions are taking place. Instructions on how to do this are in section 11 of CHRIS for Institutions manual.
Further Support and Training
The Performance and Development - Home site provides guidance, resources and training information to support both those preparing for their SRD and those leading SRD conversations. Content is tailored to different staff groups. It also provides further guidance for institutions who are setting up and managing the SRD process including process flows and template emails.
Behaviour or performance concerns
SRD is not linked to other processes such as disciplinary, capability, promotion or recognition of distinction decisions.
All employees are expected to perform their duties to an acceptable standard and behave in an appropriate way at all times. SRD is not a mechanism for managing underperformance or inappropriate behaviour and feedback should not be kept for this conversation. Concerns should be addressed at the earliest appropriate time, with discussion and support for improvement, to reduce risk of escalation or conflict and ensure productive working relationships and outcomes. SRD may provide an opportunity to reflect on change over the year, to acknowledge improvements and consider areas to work on. Please refer to the Capability, Disciplinary and Dignity at Work, and contact your School HR Advisor for further guidance and support about managing current concerns.
Further support for institutions
Please contact your HR Business Partnering Team or Learning & Organisational Development Team to discuss ways to refresh or review your institution or teams approach to performance and development.