Information for Reviewers
What is SDPR about?
You may be aware that the University is rolling out a pilot Staff Development and Performance Review (SDPR) process during this academic year (2011/2012). SDPR will take place annually, involve the whole of the University and will be a process of reviewing and developing individual staff members.
The emphasis will be on supporting and developing staff to perform their existing and future roles. This review will aim to compliment, not replace, existing systems of monitoring (e.g.research monitoring and Quality Assurance).
All members of staff, (except for those who are within their probationary period) will be required to attend a review meeting. This will take place between the member of staff and the first reviewer, who will be selected by the head of department.
To be most useful, the exact nature of the process will differ across departments and roles, but will have these purposes in common:
Development: SDPR will ensure the development of new skills, attitudes and knowledge that will help you learn within the workplace.
Performance: This is an opportunity to review and capture your successes over the previous year and to set targets for the coming year, as well as discussing where you need support.
Clarity: The review meetings will aim to achieve a common understanding about what you are being asked to do and how this fits into the department’s aims.
Space: For you to discuss your overall role and future plans.
Most departments will record the details, of the review meeting, using the AberCQ online system which can be viewed here.
The review process will overseen by a second reviewer and by the head of department, who will check that targets are feasible and aligned with the goals of the department, but also to ensure that previous achievements are recognised. The annually completed form will be confidential and seen only by the member of staff, first and second reviewers and the head of department.
This process aims to support you in your work and will focus on reviewing work over the past year in order to secure future success for you as an individual and ultimately for the University as an institution.
The process is separate from those associated with HERA, regrading or research monitoring and other existing appraisal systems, although these may feed into the SDPR process.
SDPR is also separate from existing University processes which deal with complaints, grievance or disciplinary matters.
The key aims and objectives of SDPR remain the same for every individual and every department across the University – that is to make sure that all of us are valued and supported in working towards shared goals.