STAFF APPRAISAL AND DEVELOPMENT SCHEME
1.The Staff Appraisal and Development process is regarded as a joint task shared by appraiser and appraisee, with the latter involved at all stages. Members of staff should be appraised on job performance, rather than personal characteristics. It is essential that there is no discrimination on the grounds of disability, race, gender, age, gender reassignment, sexual orientation, religion and belief, pregnancy and maternity, or marriage and civil partnership.
2.The aims of the Staff Appraisal and Development Scheme are to:
(i)identify individual objectives that directly link to the achievement of the University’s strategic goals;
(ii)improve staff performance and increase job satisfaction;
(iii)help individual members of staff to develop their careers;
(iv)to assist in identifying potential for promotion;
(v)improve the efficiency with which the institution is managed.
3.A key feature of the appraisal process is an annual structured appraisal interview based on forms and guidance material which will be distributed prior to the interview. This is supplemented by the introduction of a mid-year review which aims to review and update progress made towards objectives.
4.The appraisal interviews will normally be conducted between 1 August and 31 October and relate to the period since the previous review.
5.Appraisal interviews may be carried out through the medium of Welsh or English.
6.The Appraiser will normally be the appraisee’s designated line manager although different arrangements may apply in individual cases, details of which will be discussed and agreed with the appraisee.
7.Training will be provided as the need arises to ensure that appraisers/appraisees are trained in interview and appraisal techniques.
8.Under normal circumstances, an appraiser will be assigned no more than six appraisees.
9.Provision will be made to resolve any serious disagreement resulting from the assignment of appraisers and appraisees and/or the appraisal report.
10.Detailed notes of guidance will outline the way in which the Scheme will be operated.
11.Appraisal records shall not be used in disciplinary proceedings.
12.Staff appraisal will be a continuous process which will include the follow-up of any agreed action during the year to support the appraisee in their agreed objectives and to assist in their attainment.
13.Every effort will be made to meet the training needs identified by the appraisal process, subject to available resources and operational needs. The appropriate Head of Division or Service will be responsible for prioritising the training needs of each member of staff and for the Division / Central Service as a whole. The composite training needs of the University will then be considered by a group comprising the senior management who will determine, finally, how the training resources of the University will be prioritised during each financial year.
14.The operation of the Scheme is subject to continuing review and any changes of procedure will be included in the arrangements for the following year.
PRIFYSGOL CYMRU / UNIVERSITY OF WALESNOTES OF GUIDANCE
1.The Human Resources Team will notify all staff of the dates by which appraisals should be completed each year. Normally appraisals will be conducted between 1 August and 31 October for completion of the full process by 31 October of each year. Standard appraisal documentation will be made available on the Human Resources page of the University’s intranet, or by individual request from the Human Resources Team.
2.The appraiser and appraisee will agree a timetable for the process. The Staff Development and Appraisal Report should be completed by appraisees and appraisers in advance of the appraisal interviews. The completion of the form will enable each party, separately, to prepare an account of contributions, achievements, and difficulties during the period under review, together with any plans and proposals for the next review period and any changes which might facilitate the achievement of these objectives. The completed form should be exchanged a minimum of two working days prior to the interview.
3.The purpose of the appraisal interview is:
i)to provide an opportunity for appraiser and appraisee to discuss frankly and constructively the appraisee’s performance in all aspects of their job during the period under review;
ii)to discuss and agree work and training/development objectives for the review period
iii)to discuss any difficulties perceived by either party.
The appraisal interview is not intended as an opportunity for one party to level criticism at the other.
After the appraisal interview, the appraiser will record their comments, including an assessment of performance and a statement of objectives for the next review period. This will specify agreed work objectives, including the link to relevant training/development objectives. Normally, a draft appraisal report will be submitted to the appraisee within five working days of the appraisal interview. As far as possible, the objective should be to produce an agreed final report. However, the appraisee may append comments to the report which will then be signed by both parties.
4.When a serious disagreement arises between appraiser and appraisee, such that either party is not prepared to sign the appraisal report, either party may request that another designated appraiser be appointed to review the appraisal report. Normally, the appraiser’s appraiser will perform this function. Both parties must be informed that the assistance of a third party is being requested. In the event of a disagreement as to the assignment of appraiser and appraisee the matter shall normally be resolved by the Vice Chancellor to appoint an appraiser. The third party will review the case in consultation with both the original appraiser and appraisee and will produce a revised appraisal report which will be available to both parties.
5.The completed appraisal record is confidential to the appraisee,the appraiser and the Head of department where different from the appraiser. A copy of the agreed appraisal report and associated training recommendations should be forwarded to the Human Resources Team by 31 October each year.
6.A mid-year review of the appraisal report should be conducted using the agreed appraisal report as the basis for discussion.
PRIFYSGOL CYMRU /UNIVERSITY OF WALES
STAFF DEVELOPMENT AND APPRAISAL REPORT
Name:/ Date:
Job Title:
Department:
Period covered by the report:
Section A Appraisal Report
1. Summary of the main duties and responsibilities including a review of existing job description.
2. Summary of the achievement of objectives and performance against the objectives set at the last
appraisalif applicable.
3. Of the achieved objectives what have been the major achievements?
4. Are there any aspects of the work that could be improved? What are these improvements?
5. How can these improvementsbe made?
6. Are there any organisational or other factors that may have hindered performance?
7.A list of any formal training courses or development activities (i.e. seminars, conferences, workshops etc) undertaken during the period should be included here.
8.Are there any aspects of the work where the job holder would benefit from more experience, guidance or training? If so, specify.
Section B: Appraisee’s comments (where applicable)
Section B: Appraiser’s comments (where applicable)
Section C.Agreed list of objectives for the forthcoming year (Objectives set should be specific, measurable, achievable, realistic and time bound (SMART)). Please specify any related time scales for achieving the objectives.
Objective / Date for CompletionSection D:Agreed principal training, development requirements which may be necessary in order to
achieve the objectives listed in section C above
What Training / Development / What objectives do you want to achieve from the training? / Date by which training is requiredSection E: Career Progression
For completion by the Appraisee
Youmay wish to note your plans and aspirations for career progression.
PRIFYSGOL CYMRU / UNIVERSITY OF WALESSTAFF APPRAISAL AND DEVELOPMENT SCHEME
Appraisee: / Appraiser:Period covered by the appraisal report:
This is to certify that the annual appraisal interview has taken place and that an agreed report has been completed.
Signed:
Appraisee: / Date:
Signed:
Appraiser: / Date:
Referee (if appointed): / Date:
Ref:HM/KC/KK / 2014 / Page 1 of 11