Managing SRDS

The Staff Review & Development Scheme (SRDS) provides an opportunity to look back at the contribution that has been made by the individual (the reviewee) and to plan ahead for the coming twelve months. It is a process for assessing performance against objectives, as well as looking at the support and guidance required to progress within their job role.

You can view the SRDS policy and associated documents here.

Organising the review

SRDS meeting should be organised well in advance to allow adequate reflection and effective preparation time for both the reviewer and reviewee. An appropriate space to meet should be booked, free from distractions and with enough time to allow a quality discussion.

Prior to the meeting, you should make sure the reviewee has completed and returned sections 1 & 2 of the Staff Review Form at least a week before the date of the agreed meeting. 

The reviewee may also wish to ask for feedback from people who they work with using the Staff Feedback Request Form.  This may be sent directly to you and not to the reviewee to preserve confidentiality. 

Looking back

The meeting should begin with a discussion about the reviewee's performance in the previous review period. Areas of discussion should include:

  • achievement against agreed objectives;
  • completion and review of their development plan;
  • feedback (as requested by the reviewee) and also feedback regarding what has gone well and not so well.

Any formal feedback given during the SRDS session should be planned, specific and focus on the situation or issue, not the individual. A guide to 'SRDS Do's and Don't' can be found on the Organisational Development and Professional Learning (OD&PL) (formerly SDDU) website.

Planning ahead

The next part of the meeting is about looking forward, setting objectives and agreeing any necessary training and support, as well as discussing the reviewee's career aspirations.

It is very important when discussing objectives that you make sure the reviewee understands how they are directly contributing to the team and Faculty/School/Service objectives and ultimately how they support the University strategy. 

Objectives should be based on the reviewee's job description and be SMART:

Specific - objectives should state a desired outcome or what needs to be achieved.

Measurable - how will you and the reviewee know when an objective has been achieved? 

Achievable - is the objective something that is achievable but also challenging?

Relevant - does the objective relate to those of the team/department/University?

Timebound - when does the objective need to be completed?

An online resource is also available from the OD&PL website to assist you in writing appropriate objectives: 

Development Plans

Personal Development Plans (PDP’s) provide an ideal way of recording agreed areas to develop and actions to support this development. They can also be used to monitor progress and to discuss whether the development has achieved what it was planned to achieve. It is important to be clear who will be responsible for ensuring that agreed actions are put into practice in line with agreed timescales.

Both you and the reviewee may find it useful to read the Writing Objectives for Staff Review and Development Guide to assist with identifying development needs.

Completing the review

A clear set of objectives and a personal development plan should be agreed and shared in a timely manner after the SRDS meeting. Although you can review this as often as necessary, the process requires that you do this after six months.

For individuals who have just completed their probation, information from the final review meeting should feed into the planning stage of their SRDS review. 

Feedback and comments

We welcome any comments or feedback you may have on the SRDS process.

Advice and support can also be sought from your local HR Manager/Officer.