Line managers must be aware of their responsibilities under the law not to discriminate on the grounds of gender, race, disability or any other protected characteristic. The SDR process must work fairly and equitably for all employees. Offering feedback and guidance should be part of the line manager's daily role, so that the SDR becomes what it is intended to be: a summary of performance with no surprises.ģ. It cannot replace the daily interaction, support and direction needed for everyone to function well at work. SDR should not be relied upon to solve problems in its own right. The SDR should be regarded as a joint professional task, shared between line manager and employee.Ģ. To contribute to the personal and career development of employees Principles of the schemeġ.To provide a structured process for identifying employee development needs.To assist employees in setting objectives which are consistent with the goals of the institution.To communicate to all employees, through dialogue and discussion, the corporate goals of the institution.To provide employees with the opportunity for formalised, structured feedback on performance.
To encourage employees to reflect on their own performance.More specifically, the scheme has the following objectives: The aim of the SDR scheme is to enhance employee achievement through a systematic process of individual review, goal setting and development planning. Objectives of Staff Development and Review Employees also gain a renewed sense of direction and are better able to realise their full potential. The value of SDR lies in allowing both parties to stand back from the job in hand and to take a wider view. Through the process of structured feedback, the review is intended to support employees to achieve results and develop in their current or future roles in order to deliver the University vision and strategy. Staff Development and Review should be viewed within the context of the University's vision statement and strategic objectives, and the operating plans of the schools and departments.
Documentation and guidance have been streamlined for easier understanding and use, and the scheme is applicable to both academic and professional services employees. The Staff Development and Review (SDR) scheme has been developed in partnership with Unison and UCU to replace the previous appraisal scheme.
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