Appraisal Toolkit

Annual reviews provide the opportunity to review and reflect on performance and on development needs. While our revisions to the system place a stronger emphasis on performance management as an ongoing process, embedded in your day to day work and centred on dialogue between managers and staff, the appraisal meeting continues to play a key role.

The changes we have made to the process are based on our consultation with the senior management team, managers and staff, alongside consideration of best practice. In particular, you told us that you want a fair approach which: recognises good performance and deals appropriately with poor performance; is based on ongoing dialogue; and gives staff the clarity and support but also the autonomy to get the job done. We have fed these views into the process, which was piloted with a number of divisions before it is rolled out more fully.

Having competencies will allow structured dialogue with your line manager. It will be easier to identify your areas of strength and areas which need to be improved.

It will help you to plan your personal development and there will be a bank of activities and resources available to assist you in developing competencies and the relevant behaviours.

It will help line managers to handle performance issues in a structured way.

The appraisal scheme is not linked to procedures for salary, probation or grading for which the University has separate arrangements. The appraisal record is not a promotion document, although any clear potential in terms of skill and experience ought to be noted.