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The Head of Institution has a key role in:

  • Providing support and setting up the system

    This involves supporting and making sure an academic SRD system is in place, for example determining the allocation of reviewers to academic staff and timings in each SRD cycle.

  • Co-ordination before and after each cycle of reviews

    This involves meeting with reviewers before each annual cycle to discuss key points to raise at the SRD meetings, for example institutional strategy or planning, or academic duties, and afterwards to collate generic, anonymised feedback to improve or effect changes within the institution or to feed back institutional training/development needs to Personal and Professional Development (PPD).

  • Facilitating good outcomes

    This involves supporting the outcomes that:

    1. Through the SRD process participants gain a clear understanding of the Institution's expectations of him/her, have had an opportunity for detailed discussion of their contribution to the achievement of institutional and University goals and feel valued.
    2. SRD facilitates two-way communication and provides a key mechanism for identifying training and development needs and ensuring they are met.

The HR Division can supply a staff listing showing probationary end-dates for new academic staff on request, as well as a report of reviewers and review dates for academics if the institution has been using the CHRIS appraisal module. HR will also provide a report on retirements within two years of the pensionable retirement age.