Guidance notes for departments - Oxford Learning Institute ...

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Oxford Learning Institute University of Oxford 5. Standard templates are available to support departments in introducing or updating PDR schemes: these can be adapted as necessary to suit the local context and culture, in consultation with staff. Sample templates are given at Annexe B. These reflect the experience and practices of those departments across the University who have introduced PDR schemes since 2007. 6. Staff in the University Administration and Services are covered by a single scheme, though there are some local variants on this. For details, see: http://www.admin.ox.ac.uk/personneluas/staffdev/index.shtml#_Toc192402455 7. Staff in Library Services, Computing Services and some other ASUC departments are also reviewed under separate schemes which reflect the University‟s general principles. For details contact your local HR manager or personnel administrator. 8. Academic staff continue to be appraised under the University‟s existing scheme which provides for a discussion once every five years. For further guidance, see: http://www.admin.ox.ac.uk/ps/staff/academic/appraisal/guidance.shtml 9. During 2009/10, departments and divisions will be consulted on review arrangements for research staff, in line with the University‟s revised Code of Practice for the Employment and Career Development of Research Staff. The Code envisages that research staff will be included in departmental PDR arrangements and, pending the outcome of the consultation, existing departmental schemes should be open to those members of research staff who seek an annual review meeting. 2
Oxford Learning Institute University of Oxford Introducing departmental PDR schemes for academic-related and support staff Checklist of questions Departments are invited to consider the following questions before introducing or updating PDR schemes. What local arrangements will there be for consultation with the staff concerned 1. The principles agreed by the Personnel Committee require departments to make appropriate arrangements for local consultation on the development of PDR. That consultation is expected to cover: how PDR will be integrated with existing staff management processes in the department how the record of the discussion will be agreed between reviewer and reviewee how agreed training and development needs arising from PDR will be collated and acted on how other individual or collective actions identified through PDR will be reviewed. 2. Experience across the University has shown that PDR is likely to be most effective, and to be more readily accepted by staff, where staff are consulted in the early stages of designing and developing a new scheme: Some departments have set up a working group of representatives of each of the categories of staff who will be covered by a scheme, to consider what departmental purposes and objectives the scheme can support and what arrangements need to be made locally for the processes outlined above. Other departments have adopted a two-stage approach to the introduction of PDR. In the first stage, a basic outline of the scheme and its associated paperwork has been presented to those who will be reviewers under the scheme (sometimes following input from an advisory group). The scheme has then been adapted in the light of comments from reviewers, before a final version is circulated to all staff. How will the department ‘own’ the scheme 3. PDR is also likely to be more effective if it is seen by staff to be „owned‟ by the department and to have the support of the Head of Department: Could the Head of Department write a preface to the scheme, showing how it supports departmental aims or objectives Could the Head introduce or attend any briefings arranged to launch the scheme Does the scheme paperwork incorporate the department‟s name and logo and reflect its usual house style 3
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