Further information for academic staff
Below are the answers to some frequently asked questions from academics about the Staff Review & Development process.
Can I change my reviewer?
Where a reviewee genuinely feels that their allocated reviewer is not best placed to review their work or would not enable a productive and helpful dynamic, they may discuss the possibility of changing their reviewer with their Head of School / Division or another appropriate manager.
How does SR&D fit with promotion and progression?
The SR&D discussion provides an ideal forum for discussion on matters such as eligibility for progression/promotion; career development aspirations/opportunities; training and development needs/aspirations; barriers to performance. Individuals should take the opportunity to be frank about concerns, reservations, or perceived development needs to enable their Reviewer to provide relevant support. We have heard that there are some concerns that such openness might negatively impact on an individual’s promotion or progression - the SR&D conversation is confidential and information shared in this context will not be taken forward into consideration of promotion or progression cases.
I'm a Professor and set my own targets over a 2-3 year period - how can I document objectives annually?
The approach to SR&D requires a review of past objectives and the setting of objectives for the coming period. The online system allows objectives to be developed, amended and carried forward from one year to the next - you can set and monitor objectives over any reasonable timeframe, using the on-line system as a tool.
I lead a large research project – my researchers know what's expected of them. Do they need SR&D?
The University of Bristol is interested in supporting staff in their careers, even if their contracts are associated with fixed research funding for their current research project. SR&D is not only about consideration of current objectives, but also about planning for the longer term and career next steps. The University wants to keep and develop its researchers wherever possible and SR&D is an effective mechanism to ensure this happens. Academic lead and project profiles can only be enhanced if you and your projects are viewed as a positive springboard for developing and employing world class researchers.
I’m a researcher and would rather have my staff review with my PI than the Centre Head. Can I ask for this?
Your Head of School is asked to make decisions around who is best to review whom. Generally for Pathway 2 staff the PI will be the reviewer. If you are concerned about the reviewer you have been allocated, you are able to request a change – in the first instance you should speak to your Head of School to discuss.
I’m a researcher working across two research projects. How will my Staff Review incorporate this?
If you have two roles, the best approach is use the MyReview system for your main role, and then a paper version of the MyReview form for your other role. You should talk with each of your PIs to agree a way forward that best suits you and the needs of the University. Paper copies of the MyReview form can be requested at firstname.lastname@example.org
I am moving to a new research project soon. Should I wait and have a Staff Review with my new PI?
If your staff review is due you should have the conversation with your current reviewer. There’s never been a more key time for you to have a review conversation! It will give you the opportunity to take stock of your achievements and think carefully about your future plans. When you move roles you will then be incorporated into the review cycle of the new area, which may mean having another review for the new role in the same year - but these conversations will only help you to think about your current and future objectives.