Performance and
Development Review
Andy Wilson
UK Staff Development Advisor
Loughborough University
Purposes of this session
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To confirm our understanding of the
purposes and procedures of the scheme
To work out how to get the most out of
the process
To identify the key skills.
Structure of this session
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Review purposes
Confirm procedures
Identify skills
Discuss your approach
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Questions and comments at any time.
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Purposes of the scheme
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To identify an individual’s level of
performance
To develop ways of improving that
performance
To inform reward mechanisms
To model a style of management
NB “…should not be used to address
systemic poor performance…”.
Style of management?
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Management is here to help both
individuals and the University
Not soft, but a consultative, listening
style which, in return, expects
improvements in individual and collective
performance
Not a slavish replication of UK
approaches – learn from UK mistakes!
A creative combination of the Egyptian
and the British.
Responsibilities in the scheme
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Dean determines reviewers with HoDs
Dean ensures faculty-level staff
development needs are met
HoD makes sure that PDRs happen and
that subsequent departmental support is
provided
Staff Development Co-ordinators plus HR
address institutional SD needs
Reviewers/reviewees have core role.
Reviews and reviewers
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Reviews at least annually
Reviewer normally HoD, but…
…maximum of 10 reviewees
“The function of the reviewer will be to
provide clear and constructive feedback,
and to help guide the meeting towards a
realistic plan of action.”
Stages in the scheme
Preparation
 Paperwork from
reviewee
 Both parties
review evidence
Meeting
 Assessment
 Future plans
 Career and
promotion
Follow-up
 Note agreed
(ideally) and signed
 Agreement on
addressing
development needs
 Needs across and
beyond department
shared
Actions!
Performance levels
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Outstanding - exceptional/excellent
performance
Very Good - above average performance
in most areas
Competent - adequate/acceptable
performance
Partially Satisfactory - improvement
essential in some areas
Unsatisfactory - below average
performance in most/all areas
Questions about the scheme?
Reviewers’ skills
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Encouraging change (telling or helping?)
Giving constructive feedback
Helping guide the meeting
Producing a realistic plan of action
Remember, this is not about systemic
poor performance!
What’s going well?
What could go better?
Encouraging change
Telling
 Giving one-way
feedback
 Criticising
performance
 Making unilateral
judgments
 Imposing advice
A monologue, or
a conversation?
Helping
 Explaining context
 Aiding reflection
 Identifying
weaknesses
 Agreeing goals
 Discussing options
 Getting
commitment
 Supporting action.
Which would motivate you?
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If you were considering changes to your
working practices…
…which approach – telling or helping –
would motivate you more?
Giving feedback well
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Negative feedback has power if there are
also positives – the feedback sandwich
Any feedback needs to be specific and
supported by evidence
Feedback needs to allow – indeed to
encourage – responses
Feedback should lead to action that is
owned by the reviewee.
Receiving feedback well
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Listen
Hear
Don’t filter
Don’t accept uncritically
Focus on the future
Commit to actions.
Help guide the meeting
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Note “help”
Agree the agenda
Go – generally – at the reviewee’s pace
Keep the discussion focused
Allow the expression of feelings
Listen to what isn’t said
Ask questions with purposes
Observe – and use – body language
The guidance should lead to action.
Realistic plan of action
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Help each other confront reality
Review the options
Get buy-in to goals
Produce SMART actions
Specific
Measurable
Attainable
Realistic
Timed.
Reviewee’s thoughts
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Use the checklist
Be clear about your strengths
Consider your weaknesses
Identify evidence
Evaluate your level of performance
Go into the discussion…
…knowing what you want to get out of it
…prepared to hear feedback
…prepared to offer suggestions
Don’t whinge!
Possible scenarios
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What might present challenges?
Reflections
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What are you going to make a point of
remembering to do in your reviews?