There’s been positive feedback to the new appraisal training resulting from the Reward Project which is focused on rewarding and recognising staff for their contribution to the University.
The Reward project is currently being introduced to the ERE (Education Research and Enterprise) community.  It involves changes to the way staff are appraised at the University and directly supports our current strategy (Vision 2020 People Plan) ‘to achieve excellence in our operations through enhancing people, culture and organisation’. It was designed by academics for academics.

The initiative is also a response to concerns, expressed through the staff survey, that  employees did not feel recognised for their full contribution and that there was a lack of transparency regarding career progression and pay at the higher levels.

As part of the implementation, five hundred ERE appraisers have participated in the appraisal training.  The interactive half-day workshop used Forum Theatre techniques to focus on the skills and behaviours required to lead successful appraisal discussions and challenging conversations.  Two experienced actors played out an appraisal meeting and encouraged the audience to guide the appraiser towards best practice.

 What people said about the course:

 ‘An enjoyable, interesting and creative way to reflect on the issues.’

‘Really interesting method of teaching, to challenge my ideas on the appraisal process, enjoyed it.’

‘The delivery and style of course allowed easy learning and allowed very good exploration of the subject.’

‘Great framework for very dynamic discussions. Thanks, time well spent.’

The training includes an e-learning course which offers practical guidance and examples to support staff through all aspects of the appraisal process.  You can access the course by logging onto Blackboard and selecting ‘Academic Appraisal Training’.

 
What changes are currently happening for ERE staff as a result of the Reward project?

• The project will mean a difference to the way people are appraised in their job. Specifically, all appraisers are expected to undergo training, there is a clear timetable for undertaking appraisals, there is more of a focus on future development and a new online appraisal system has been developed to record the outcome of the appraisal conversation.
• Academic titles have been updated with the introduction of Associate Professor for those on a Balanced Pathway at Level 6.
• There are refreshed career pathways which recognise the diversity of academic careers, including a newly defined Enterprise pathway.
• Education is valued equally to Research through expectations in the Balanced Pathway (at least 20% research and education).
• For those at level 7, there is a new and transparent pay framework and a change to biennial pay based on the appraisal ratings.
• The Academic Promotion process has been refreshed.
• Probation is reduced to 2 years from 3 years.

When will the project be introduced to the rest of the University?

Work has already started to prepare for the introduction of the project to staff in professional services and technical roles across the University at levels 4-7 from October 2015. The following phase will focus on the needs of staff at levels 1-3.