DEVELOPMENT AND PERFORMANCE REVIEW. Quick How to guide

Transcription

1 DEVELOPMENT AND PERFORMANCE REVIEW Quick How to guide Version 2 Updated 30 th January 2015

2 Quick How to Guide on DPR What is Development and Performance Review? Introduction The University s Development and Performance Review (DPR) scheme replaces the previous annual review and it is expected that all staff will take part. The DPR scheme is designed to be an open, constructive and positive experience for all. The purpose of the new Development and Performance Review scheme is to: Replace and simplify the annual review process whilst maintaining the core principles. Align individual contributions and objectives to support the aims of departments and the wider University. Create the opportunity for regular dialogue between reviewees and reviewers about the individual s role, work, personal development and career aspirations. Provide a simplified framework to structure conversations around potential Merit Pay and Senior Staff Review. Key Notes There is an expectation that all employees will take part in DPRs except for Clinicians who will continue to follow their own scheme. Formal DPR discussions should take place at the beginning of the calendar year and the outcomes of these discussions should be captured on the DPR form. It is hoped that the simplified system will enable more regular discussions to be captured throughout the calendar year. The DPR documentation will be available on the LDC website from 8 th January Our ambition is that all DPR reviews will be completed by 13 th March 2015 for the calendar year This will be a requirement for all those wishing to be considered for Merit Pay and Senior Staff Reviews. The Annual Review form will no longer be available to use. Page 1 of 5

3 Documentation During the transition phase the following documentation should be used to provide a review of performance for the calendar year 2014 and to consider Merit Pay and Senior Salary Review submissions. For this year only (for example) levels 1a 8 should complete form D for the review of performance in 2014, and complete form A section 1 and 2 to capture objectives and development needs for To review performance for the year 2014 o Form D Level 1a to 8 o Form E For Professors (2013/2014) o Form F For Senior Professional staff (2013/2014) To agree objectives and development needs for 2015 use forms A,B or C o Form A Level 1a to 8 o Form B - For Professors o Form C - For Senior Professional staff Page 2 of 5

4 For the Reviewee and Reviewer When conducting a review of objectives and performance for 2014 and agreeing objectives and development needs for 2015, follow this process: DPR meeting arranged Reviewee prepares Section 1 of the review form D, E or F and considers section 1 & 2 of either form A, B or C in preparation for the meeting Forms sent to the Reviewer one week before the DPR meeting Reviewer completes comment's section of form's D, E or F (section 1) and reviews the proposed objectives and development plan (Form A, B or C). Reviewer passes form back to reviewee before meeting, retaining a copy Meeting takes place 2014 performance is reviewed and agreed Objectives and Development plan for 2015 are agreed and recorded Section 2 of form D, E or F are completed in line with local arrangements If being nominated for Merit Pay, Reviewer provides a narrative and suggested score on Merit Pay spreadsheet and copies Section 2 of the form and sends to person administering the Moderation Panel If eligible for Senior Salary Review DPR to be submitted to HOD and the Reward Team Departmental Administrator/HOD collates learning and development needs and submits to LDC (ldc@warwick.ac.uk) It is hoped that the simplified system will enable more regular discussions and development and performance to be captured through the calender year Page 3 of 5

5 Reviewer s role: BRIEF THE REVIEWEE If this is your first meeting, talk through the purpose and process with the reviewee Agree date and time for meeting allowing enough time for preparation Ensure the reviewee has the appropriate form s to complete. ASSESSING PERFORMANCE Collect information on reviewee s achievement of objective If appropriate, discuss achievements with people who use the individual s outputs Read last year s review (if available) Review the value and impact of training and development provided in the review period Complete your part of the form as appropriate. PLAN MEETING Anticipate any possible difficult conversations and think through how you will handle them Make a note of any things that need to be agreed by the end of the discussion. PRACTICAL ARRANGEMENTS Check room availability and layout Make sure there are no interruptions Make sure you have any relevant information on work done and a copy of the School/Department aims and objectives. Page 4 of 5

6 Reviewee s role: Allow yourself sufficient time to prepare for your DPR Make sure you complete the paperwork before your meeting and send to your reviewer Be prepared to have a two way dialogue Be confident, this is your opportunity for you to have an open and honest conversation with your reviewer State your views constructively and put forward your own suggestions Ask questions if you are not clear about something Be prepared to listen to constructive feedback and engage in the discussion Reflect on your achievements and successes since your last year review and consider any extenuating circumstances that might have impacted you Consider what you need to achieve in the coming year and what support you may need to help you, including any learning and development needs Further Guidance: For more detailed information relating to the DPR scheme, please refer to the full guide. Page 5 of 5