Arrange Departmental Review Panels (DRPs)
You should hold two DRPs, the first before SRDS reviews start, and the second after they have been completed. The DRP membership should include the department's management team, and an HR Adviser from your HR Operations team must also be invited.
The first DRP meeting
At this meeting, you should reflect on the outcomes from last year and plan for the coming round, taking into account the following key items:
- Consider any issues from last year, e.g. reviewer/reviewee difficulties, assessment level issues, etc.
- Agree the departmental SRDS timetable (which needs to be in line with the University timetable)
- Agree departmental priorities and objectives, and identify and agree a method for sharing these with all staff. Consider, in particular any that you would like built into individual objectives.
- Agree standards for giving assessment levels, including identifying:
- expectations for the different assessment levels. The assessment of 2 is where staff are considered to be working at the level expected by the University in the context of their department/work area.
- when they should be given - in or after the meeting (always face to face).
- Identify and agree how the DRP will share information on standards for assessment levels with reviewers and reviewees.
- Discuss the approach to be taken late in the year for moderating assessment levels:
- collation of participation and assessment levels from reviewers - HR provide a spreadsheet to assist with this.
- comparison with previous years
- level of moderation - sampling or in depth
- Arrange a meeting to communicate with all reviewers:
- The departmental objectives and priorities
- The department's standards for giving assessment levels
The second DRP meeting
At this meeting you should reflect on the outcomes of the completed SRDS round, giving particular attention to:
- Considering the summary of assessment ratings across the department and identifying any relevant trends and/or individual cases that need to be looking at in more detail.
- Following up on staff who haven't had an SRDS review to ensure that a meeting is held.
- Considering those cases where a reviewee is dissatisifed with the assessment given.
- Providing feedback to reviewers where an assessment of contribution should be changed.