As Reviewer, you are responsible for:
• Undertaking the appropriate SRDS training prior to holding any review meetings.
• Ensuring you are fully briefed on departmental, faculty and relevant University objectives and priorities so that any discussions with reviewees are set in that context and that you have a full understanding of the departmental approach to assessing an individual’s contribution.
• Ensuring that where relevant any generic objectives are communicated to the reviewee. Generic objectives may be identified by your Head of Department, through consultation with the Departmental Review Panel (DRP) or by you where you are the individual’s line manager.
• Making arrangements for the review meeting (giving at least two weeks’ notice). You should take care to ensure that the location for the meeting is appropriate and free from interruptions. You should allow at least one hour for the meeting.
• Providing further support to reviewees as appropriate so that they are able to complete sections A, C and D before the review meeting.
• Considering the reviewee’s self-review (section A - which should be submitted to you at least one week prior to the meeting), information contained in sections C & D and any other relevant information (e.g. an individual’s CV, job summary, feedback from others/ other sources).
• Ensuring the meeting is open, supportive and constructive, and that all issues raised by the reviewee prior to and during the meeting are discussed.
• Providing feedback to the reviewee on the previous year and making an assessment of contribution. It may be appropriate to stop during the course of the review meeting and agree a further time to reconvene in order to allow time for reflection. The assessment of contribution made must be given face to face and can be communicated to the individual, either in the review meeting itself or afterwards.
• Ensuring that any individual objectives agreed with the reviewee, and any identified development needs, are in line with departmental priorities and objectives.
• Ensuring that there is an opportunity within the meeting to discuss career development, if the reviewee so wishes regardless of contract type or where they are in their career.
• Conducting the meeting in a way that is open-minded, encouraging and positive; ask open-ended questions in order to allow the reviewee to express themselves fully; recognise achievements and offer feedback on the reviewee’s contribution; seek to address concerns or problems in a constructive way. Ensure that you don’t make assumptions which lead you to treat someone differently.
• Ensuring that all the forms are completed, signed and submitted to the designated contact, within the department’s time frame.
• Notifying the DRP of any instances where dissatisfaction has arisen over an assessment rating.
• Providing feedback to the reviewee where an assessment has been changed as a result of DRP moderation.
• If you are reviewing a Researcher, you must ensure that you discuss their career development, and also the training and development activities they have undertaken. Further information can be found from the link on the right.
• Ensuring feedback is provided to the reviewee as appropriate, i.e. on decisions relating to development needs (within two months of the review meeting) and/or on recommendations from the Departmental Review Panel.
• Ensuring that you follow up any agreed action points within the agreed timescale e.g. any actions relating to further development and support.