Staff Review and Development
This is the time of year many of us hold our annual staff review conversations. We have been incredibly busy adapting everything to this new situation we find ourselves in. However, having these review meetings is very important at this time. It is important for you to take the time to check in and reflect, both on what has happened and the challenges and opportunities we have ahead. It is an opportunity to recognise that much of our focus may have shifted from the objectives we set but our core purpose remains. It is also a chance for managers to thank and recognise staff for the efforts they have made and to check that they have the support they need to be able to do their jobs.
Upcoming changes to the Staff Review Process
From this Autumn we will be making improvements to the staff review process in response to staff feedback.
Staff review is an opportunity to have a structured, developmental conversation where you can discuss the achievements and challenges of the past year as well as look forward to the year ahead and explore your individual development. We know however from feedback that many of you have found that the MyReview recording system has made the staff review experience complicated and not always as beneficial as intended.
To understand what sorts of challenges staff have experienced we have undertaken a survey and a number of focus groups. We had feedback from more than 300 members of staff which we used to help us to decide how we can improve the staff review experience for everyone.
Our current contract with the providers of the MyReview system is due for renewal later this year, and we have taken the opportunity to evaluate it. Following your feedback and our consultations with staff members, we have decided not to renew the contract and it will end on 31 October 2020.
We have been developing a simplified form to replace the overly standardised actions and inputs that many of you found were a barrier to using MyReview. The focus going forward will be on more meaningful, developmental review conversations that invite staff to record only those things that are really useful as a summary of the discussion. The design of the new form is not yet finalised, and we will be sending out further updates on this later in the year.
MyReview will be available to use only until 31 October, 2020, and in light of that we are encouraging users of My Review to take a more simplified approach to recording this year’s review in the system.
What to do - Staff Reviews 2019/20
Continue to arrange and hold your staff review meeting for the 2019/20 review year.
For users of MyReview we would suggest the following approach:
- You do not have to complete all the sections of MyReview.
- Part A: Taking stock and Part D: Outcomes should be completed
- Part B: Planning ahead and Part C: Behaviourscan be left blank
- Your objectives/goals for 20/21 that would have been recorded in Part B can instead be entered in Part D in the ‘Summary of review’ free text box so you have a record of them. You can also note your learning and development requirements in Part D.
Once you have made a record of your review to print/save a copy go to the ‘Generate a printable PDF’ button near the top of the page. There will be a transfer of MyReview data to the new system but you may want to keep a copy to refer to in the interim.
If you do not currently use MyReview please continue to record your review meetings as you have previously.
To access the mandatory online training modules after November 1, go to:
What is Staff Review & Development?
We all want to do a good job, but this means knowing how well we are doing and what we are aiming for. The SR&D process is an opportunity to sit down, reflect and plan with a person who can offer guidance.
Staff Review and Development (SR&D) is the University of Bristol’s annual staff review process. It is an annual meeting between you and your line manager which provides the opportunity to:
- reflect on the work you’ve done over the past year
- celebrate successes and share feedback on your performance
- ensure ongoing clarity about the expectations of your role
- discuss any issues with or barriers to meeting your existing objectives
- discuss your health and wellbeing at work
- set objectives for the coming year
- explore future career aspirations and development opportunities
Once your SR&D meeting has taken place, the outcomes are agreed between you and your manager and then entered into the MyReview online system as a personal record.
It is also expected that the annual SR&D process will be supported throughout the year by 1:1 meetings between you and your manager as often as appropriate.
Who takes part in SR&D?
- All staff are expected to take part in an annual staff review conversation. This means all full time, part time and fixed term members of staff – whether academic (including research staff) or professional services, whether new to the university or long standing employees.
- For Professional Services staff, your reviewer is likely to be your line manager.
- For Academic staff, reviewers will be chosen and allocated to reviewees by the Head of School and will be drawn from a pool of senior, trained staff from within the School/Faculty, which should include professorial staff. Further information for academic staff.
- Should an individual refuse to meet with their reviewer then the reasons for this will be explored and appropriate action taken. Full participation in SR&D is part of the ‘citizenship’ requirement of working at UoB, as well as being a powerful tool to enable an individual to achieve their full potential in a role.
When do reviews take place?
- All staff will complete a staff review every academic year
- Heads of School/Division will choose a convenient time of year for their school/division to start the staff review process, leaving enough time to have all reviews scheduled, conducted and MyReview forms finalised by the end of October deadline
- The process should ideally be ‘cascading’, whereby the most senior member of a department/team has their review with their line manager first before holding review meetings with their own direct reports - and so on, down the chain of command. This allows for common objectives to be shared throughout the whole department and helps individuals recognise how their achievements contribute the delivery of the University.
- However, not all divisions or schools use this cascading model - it is the responsibility of the departmental Head to decide the approach.
Access MyReview to update or complete your review form
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