SRDS for reviewers

SRDS is an opportunity for you to recognise and discuss the performance and contribution in the last 12 months of the staff member(s) you line manage, provide feedback and look forward to the coming year.

You will normally be the line manager of the reviewee but do make sure you know in advance who you will be reviewing. The review meeting is your chance to discuss with the reviewee how well they have met objectives; how work is going, including any issues or clarifications around performance, contribution, and expected standards. This should also help you decide on any development needs that the reviewee requires for the coming year. You can also encourage your reviewee to think about their career development, and it is an expected part of the conversation for Research staff.

More information can be found in the SRDS feedback loop.

The Review Meeting

In advance of the review meeting, you should take care to ensure that the location for the meeting is appropriate and free from interruptions, allowing at least one hour for the meeting and giving the reviewee at least two weeks’ notice.

The reviewee is required to complete sections, A, C and D of the SRDS form. You may be required to provide further support to your reviewee completing these sections and you should ask your reviewee to submit section A to yourself at least one week prior to the review meeting, to give you enough time to consider the previous year.

You should conduct the meeting in a way that is open-minded, encouraging and positive, by asking open-ended questions in order to allow the reviewee to express themselves fully; recognise achievements and seek to address concerns or problems in a constructive way.

When setting future objectives with the reviewee it is important that you are fully briefed on Faculty/Departmental objectives and how these fit into the wider University plans, as well as the appropriate behavioural frameworks that apply, such as the Sheffield Leader.

For research, teaching and academic staff, use the Academic Career Pathways framework when preparing for the meeting. The reviewee should be able to see how their contribution links to the wider work of the department and the University so that you can assess their individual contribution. Objectives should align to relevant career stages of the Academic Careers Pathway.

If you identify development needs during the review meeting these should be considered at the Department Review Panel (DRP) and communicated to the reviewee as appropriate. This includes the option of undertaking a relevant apprenticeship - www.instituteforapprenticeships.org/apprenticeship-standards/. Please note that for Apprenticeships, costs of the training would be covered by the University's Apprenticeship Levy. For more information about Apprenticeships please see the Apprenticeship Webpages.

At the end of the meeting and following providing the reviewee with feedback, the date that the SRDS took place should be recorded in MyTeam against the individual’s name. SRDS completions are recorded in MyTeam so that completion rates can be reported on at a Department, Faculty or University level. If you have a SRDS Co-ordinator in your Department you may be able to send the signed SRDS form so that they can record the completion within MyTeam on your behalf. Please check local arrangements with your Department.

Providing feedback

SRDS is an opportunity for you to provide feedback to the reviewee on their previous year’s contribution. You should aim to provide constructive feedback that reflects the reviewee’s contribution, using evidence and examples to illustrate the feedback you provide. For further guidance, see a guide to giving feedback.

Feedback should be given to the reviewee based on specific examples and evidence of what they have done and how they have done it in line with:

  • the individual’s job role and responsibilities, including their performance as a manager if this forms part of their role,
  • the objectives set (from the previous year’s SRDS or as part of induction/probation or as part of performance improvement measures),
  • their overall contribution to the team, departmental, faculty and University objectives.
  • how they undertake the role, for example, demonstration of values of Sheffield Leader and Sheffield Professional
  • for academic staff, use the Academic Career Pathways framework.

The topics for feedback may be driven by the content of section A and/or your general reflections as the reviewer. It is expected that the review meeting is not the only time in the year that the individual receives feedback on their contribution.

Completion of Section B: Written feedback - Following your review of staff performance and contribution the information will be help to inform decisions relating to staff rewards, and this will reflect the feedback you have already given to the reviewee. You can find out more about rewarding contribution here.

This section should be completed following the meeting and should reflect the discussion and feedback given to the individual.

Reviewer Training

If you wish to refresh your skills, or, if this is the first year you have carried out a SRDS as a reviewer, you are required to undertake the appropriate SRDS training prior to holding any review meetings – take a look at the next available sessions. There may also be local sessions delivered in your department or Faculty, but you will be informed of these by your SRDS coordinator.

We have put together some brief slides on Top tips for reviewers that you may find useful when planning your review meeting. Find them here.

There are also resources available on Development Everywhere that cover reviewer and reviewee roles, so you may wish to bring this to the attention of your reviewee as well - www.sheffield.ac.uk/hr/sld/developyourself