Providing People Management and Development Opportunities
The University realises that people management and development is key to achieving our organisational objectives and is working to integrate existing policies, procedures and systems to provide a systematic framework for managing and developing performance. The goal is to encourage and support honest and constructive developmental conversations between line managers and employees by developing useful and accessible tools and training to help managers and staff work together.
The Story So Far
A number of new initiatives were created in 2010 to support staff throughout their career at the University. A new internal recruitment process was implemented for administrative roles and a more structured job evaluation panel review process has begun with a view to ensuring consistency and producing benchmark role profiles, such as those that have been created for School Administration Managers. Improved induction materials were developed and a new Probation Scheme for Academic staff was launched. An Organisational Change policy, along with a Redeployment policy and a policy to assist with the management of performance issues were created and supported with briefings and workshops during 2010.
Further work will continue in 2011 in all of these areas, including a review of the appraisal and administrative staff re-grading processes and the introduction of a mediation scheme.
What’s in it for me?
The development of initiatives that focus on appraisal, personal development planning, and targeted learning and development related to this theme will provide you with the skills you need to enable you to have constructive, effective, honest exchanges with your line manager and your direct reports. This two-way dialogue will enable you to understand how you can continuously improve and enhance your own performance and will provide opportunities to receive feedback and recognition for your contributions.
The goal is to provide you with appropriate levels of support and challenge as well as guidance on how to approach and handle difficult conversations and resources to help you manage and develop your own performance and that of others.
What are the benefits for the University?
A cohesive and connected performance management framework and procedures that are clear and accessible will help to improve and enhance performance and will help to increase the early resolution of problems relating to capability, conduct or performance.
For further information please contact: Cindy Vallance/Simon Smith