1 / 18

Annual Staff Review

Annual Staff Review. Information Session. Why have an Annual Staff Review Scheme?. Opportunity to recognise staff for their hard work Opportunity to help staff to develop to their full potential and develop their careers (if they want to)

melissa-becker
Télécharger la présentation

Annual Staff Review

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Annual Staff Review Information Session

  2. Why have an Annual Staff Review Scheme? • Opportunity to recognise staff for their hard work • Opportunity to help staff to develop to their full potential and develop their careers (if they want to) • Discuss the role staff play in the continued success of the University • Opportunity to agree priorities and objectives • The Framework Agreement – Exceptional Contribution Payments

  3. How did we go about this? • Working Group established in September 2005 • Extensive consultation exercise • Consulted with campus Trade Unions • ASR Scheme approved by UEC August 2006

  4. Scope of the Scheme • Replaces all existing schemes • The same scheme applies to all full-time, part-time and fixed term staff • The ASR meeting will cover: • What has gone well • What could have gone better • Any training you might need • What your priorities for the coming year will be • The ASR is NOT about pay, but from 2007/8 evidence that comes from the review meeting will support recommendations for contribution payments

  5. 2006/7 – Pilot Year • To make sure the ASR works well • Opportunity to review and revise if necessary • No recommendations for “exceptional contribution payments” in pilot year

  6. How will it work Heads of Department nominate a pool of appropriate Reviewers After pilot year Divisional Heads and HoDs ensure staff are aware of departmental strategy Divisional Heads issue letters to individuals confirming contribution payments Reviews take place for all staff Divisional Heads provide moderated outcomes to H.R. Heads of Departments receive copies of all forms Recommendations for exceptional contribution payments made to Divisional Head/Dean (where appropriate) From 2007/8 onwards Review of outcomes at departmental level Consideration of training and development needs at departmental level

  7. Outputs of the ASR • All staff • feedback on their achievements/hard work • a development plan (if necessary) • agreed priorities/objectives for the coming year • For a small number of staff • evidence to help support recommendations for Exceptional Contribution Payments (from 2007/08)

  8. Links to other HR processes • Promotion • Academic staff – the ASR does not replace or change existing processes – timing for submission of cases has been deferred to fit in with the ASR – new schedule will be issued at the start of term • All other staff – all cases for re-grading must be considered by the Grading Review Panels – the ASR may provide evidence to support a submission by the HoD or individual

  9. Links to other HR processes • What if things have not gone as well as expected? • the ASR should not be the first time you hear about anything that has not gone well • it may highlight or reinforce that staff need extra support

  10. Pilot year 2006/07 Sept – Launch of scheme Oct/Feb – training takes place Oct/Feb – review meetings Feb onwards – Review of scheme 2007/08 onwards Aug/Dec – review meetings Jan/Feb – recommendations for exceptional contribution payments to Dean March – summary of recommendations to JCNC April/May – Letters to individuals Aug – payments made Timetable

  11. Roles and Responsibilities • Head of Department (or nominee) • Selling the ASR to staff • Making it happen • Matching Reviewers with Reviewees • Ensuring all staff are briefed on departmental objectives and priorities • Reviewing the outcomes • Summarising departmental training needs

  12. Roles and Responsibilities • Reviewers • Attending necessary training • Making arrangements for review meetings • Considering the Reviewee’s self review form • Conducting an open, supportive and constructive meeting • Completing the forms • Forwarding forms to Head of Department • Ensuring any action points are followed up

  13. Roles and Responsibilities • Reviewees • Preparing for the meeting using the “self report form” • Think about what has gone well, what could have gone better and what you would like to do in the future • Being open and honest • Taking any follow up action as agreed

  14. The paperwork • Section A • Self review and forward planning • Section B • Agreed objectives/priorities • Section C • Development Plan • Section D • Summary

  15. Confidentiality of forms • Copies kept by Reviewer and Reviewee • Heads of Department provided with a copy of all forms from their department • Divisional Heads/Deans to receive a copy of the forms of those nominated for “exceptional contribution payment” (from 2007/8)

  16. Confidential remarks • If Reviewee wishes to raise a confidential issue during the meeting this can be done verbally or Reviewee can provide a supplementary document that remains confidential between Reviewee and Reviewer

  17. Training • ASR web site • Information on the scheme • Sample forms • Example objectives • Useful questions • Training for Reviewers and Reviewees • Face to face workshops • E-learning package

  18. Further help and guidance • Contact your H.R. representative

More Related