SRDS for reviewees
Your SRDS review is an opportunity for you to reflect on your contribution in the last 12 months, on your role within your team and department, and to look forward to the coming year. The review meeting is your chance to talk about your work and performance during the last year, to think about what the next year will bring and to decide, in conjunction with your reviewer, on your objectives for the coming year. This should also help you identify any development needs, and is an opportunity for you to discuss your career plans and aspirations.The review meeting is your opportunity to talk openly and honestly about your work and performance over the last year. Your reviewer will also give you verbal feedback at the meeting. You will jointly agree your objectives and any development needs.
Given that the majority of staff are working off campus your SRDS meeting may be undertaken via Google Hangouts Meet or if this is not possible, by phone. You should agree a time with your reviewer that fits both your working patterns and accepting that you may be working flexibly to reflect your personal commitments. When the meeting is created in Google Calendar, a Google Hangouts Meet link will automatically be created.
You should prepare for your review by completing your SRDS form (which is available either as a Google Doc or a Word document) through reflecting on your achievements in the previous year, and sending this to your Reviewer in advance of the meeting.
Where appropriate, you should also discuss and confirm whether conflict of interest and personal relationship declarations and records are complete and up to date.
If you have been placed on furlough leave you should not be reviewed during the period of furlough leave, but a review can take place either before or after this absence.
Given the current circumstances, it is likely that the priorities for your role may have shifted in recent weeks, and you will have undertaken new ways of working and had a change of priorities. Your SRDS objectives may now not reflect the focus of your work, given they were set to reflect a different context, and this should be taken into account by your reviewer. Your reviewer will also be providing feedback on the year as a whole, and not just the last few weeks.
You should ensure that you are clear on the current Department/Faculty objectives, and how the objectives set for you contribute to the achievement of these wider priorities. It is appropriate to keep these objectives under review, and to potentially adapt them at the mid-year SRDS as priorities change.
For academic staff, objectives will be based on the criteria of the Academic Career Pathways.
Given there is currently uncertainty about how work will be organised in the University in the coming months, and what the priorities might be, it is potentially sensible to consider holding SRDS review meetings a bit later than usual. This would give a chance for the position to become clearer, and therefore for objectives to be set based on fuller information. You may also wish to consider setting objectives over a shorter timespan than you normally would, so that you and your reviewer can be more flexible and adapt to change circumstances.
SRDS is also an opportunity for you to discuss your wellbeing with your reviewer and to review your day-to-day working arrangements. In the current context of working from home and the uncertainty associated with the Coronavirus situation, this is of particular importance.
If you feel that there are wellbeing related issues that are impacting on your ability to carry out your role, it is important that these are highlighted to your reviewer during the discussion so that the relevant actions to support you can be taken.
It is important that you reflect on this ahead of your SRDS meeting in order to get the best out of the conversation. Although you should also feel able to discuss this with your manager at other times outside of the SRDS process, your SRDS meeting provides an opportunity for you to consider how you maintain your wellbeing and how it may impact on your ability to undertake your role and fulfil your objectives.
Further details on staff wellbeing can be found on the Staff Health & Wellbeing website.
If you identify development needs during the review meeting, these should be considered at the Department Review Panel (DRP) and the outcome communicated to you by your reviewer.
A good place to start with finding ways to meet these needs is the People Development webpages. Your conversation should cover the practicalities of undertaking this development during the the period whilst you may be working from home.
Recognising the current exceptional circumstances, any general training or development will need to be undertaken virtually. The University offers a broad range of online learning opportunities. Reviewers and reviewees should pay particular attention to any training or development that may assist a member of staff at this time in delivering their business critical activities.
It may not be possible to meet some development needs due to potential current limited availability. If this is the case for you, you should still note it down and discuss it, and set a point in the future to review whether the need can now be met.
We have put together some brief slides on Top tips for reviewees