A new approach to appraisals within the University of Kent Liz Shrives working with: Melissa Bradley...

A new approach to appraisals within the University of Kent

Liz Shrives working with:Melissa Bradley and Helena Torres

Purpose of the session

• The purpose of Appraisal at the University of Kent

• The benefits of appraisal to you and your colleagues

• How appraisals will work and what you need to do Familiarise yourselves with the AUA CPD framework and the

role it plays in the appraisal process Know how to complete the Self Assessment form and how it will

be used Importance of conversation Consider the range of developmental activities you can

undertake

• How you can easily support your own development in the future

Why change appraisal?

• Changing Higher Education Sector

• University Administration Review

• Faculty wide review of administration restructures

• Re thinking what appraisals can achieve and the benefits :

• Opportunity to use the new AUA CPD Framework Professional recognition

Appraisal Project

• Small pilot within the Faculty of Humanities

• 27 staff participated

• The appraisal period was moved to later in 2011

• Managed by a small project team including Faculty HR Manager

• Engaged senior stakeholders

• Linked with existing University appraisal process and appraisal form

Project Outcomes

A pilot professional development framework based upon the AUA behaviours & CPD Framework and matched to the University’s grades

Accompanying guidance notes for appraisers, FAQs, a self assessment form and letter to all staff.

Use the framework in all appraisalsFormat to the process

‘Toolkit’ of forms and documentation

Appraisal at the University of Kent

•Development of all staff

•Professionalising the Administrative service

•Supporting managers in providing leadership to teams

•Recognise and build on strengths

•Commitment to support individual development and progression

•Providing equal weight to considering performance and personal and professional development

7

AUA CPD Framework

Self

Others

Institution

8

What Kent has done with the AUA Framework

Underpinning principles• Focus on the positives to

enable dealing with the negative professional areas

• Taking ownership and responsibility of professional development

• Enabling people to help themselves

• Look at the present or look to the future

What Kent has done with the AUA Framework?

Appraisal Documents

• Briefing document

• Guidance notes Appraisers

• Self assessment form

• CPD Log

• FAQs

How will I be expected to use it?

Self Assessment Form

Question 1:Where am I now?

Question 2:Where would I like to be in the future?

Question 3:How will I get There?

In 2’s look at the Appraisal Self Assessment Document

• What are you initial thoughts about it?

• Questions that need answering ?

Activity 1

Appraisal Process

Your line manager will ask for a completed Self Assessment Document

They will read your SA Form and prepare points for your appraisal discussion

You will meet with your line manager to discuss the strengths of your SA Document and your CPD log

You will also discuss relevant development activities

Record of the meeting

In 2’s look at the Appraisal Self Assessment Document

• What are you initial thoughts about it?

Activity 1

Activity 2

Complete your Self assessment wheel (Q1 and Q2)Use the guidance in the document and the Briefing Notes

What does this tell you about yourself?

What development activity do you think you would benefit from and that might you suggest at your appraisal?

The Appraisal Meeting

Using the Self Assessment wheel

Linking to development activities• Coaching and mentoring

• Committee membership

• Conferences

• Distance learning

• Job swaps / Secondments

• Peer review/support

• Policy development

• Presentations

• Project team membership

• Shadowing or work Visits

• Workshops

• Writing reports, articles

• Networking groups

• Volunteering

Appraisal Benefits

For individuals

• encouraging reflection

• building on current capabilities, skills and knowledge

• increasing effectiveness

• increasing motivation to learn, build confidence and self-esteem

• enhancing transferable skills

• expanding and developing new areas of capability,

• maximising and building on strengths

For line manager

• aiding the identification of personal and professional development needs for teams

• enhancing guidance available to staff as part of their preparation for appraisals

• acting as a guide to career and succession planning

• providing a framework to give praise and regular constructive feedback to individuals

A new approach to appraisals within the University of Kent Liz Shrives working with: Melissa Bradley...

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