SRDS – the staff review and development scheme

The University's new SRDS was launched on 1 December 2006, details of which are shown here.

Update - February 2011

It is four years since the University launched the new SRDS scheme. In line with good practice we are keen to continually review our policies and practices and ensure they are working efficiently and effectively, that they are still fit for purpose and that they support us in achieving our aims and objectives.

In order to get to a point where we can discuss issues and ideas properly with all key parties we need to build up some information on how things are currently working. As a first stage, Faculty Executive Teams have been asked to feedback their thoughts and, if it then seems apparent that some changes may be useful, we will of course discuss these further, including with other groups of staff and the campus trade unions.

Staff Review and Development Scheme

The University and the unions have agreed some clarifications and alterations to The Staff Review and Development Scheme from the academic year 08/09. Reviewers are asked to read the documents on this page which are still current in 10/11. The main clarifications and changes are listed below:

Points for clarification

· SRDS is an annual scheme with staff reviews taking place for all eligible staff on a 12 month cycle between 1 August and 31 July each year. It is a top-down scheme and hence requires senior management (Deans/VCEG members) to start the process each year. Statistics for strategy measures will be collected annually each July year-end.

· Each School/Service should have an open, transparent and collegial approach for determining and agreeing overall academic/service direction and priorities. Once agreed all staff should be made aware of these, and the SRDS is one method to ensure this.

· It is important that objectives are realistic, achievable and prioritised taking account of the School/Service objectives. However a strictly formulaic approach is to be discouraged as individual circumstances must always be taken into account.

· At the end of the SRDS round, Heads should inform reviewers about outcomes/actions so that they in turn can inform reviewees.

New points

· Where there is a formally assigned Deputy Head of School, and with the agreement of the campus unions, processing of SRDS forms can be shared, although the overall responsibility remains with the Head.

· Training and Development is deemed non-confidential and will be logged on a tear-off slip at the back of the SRDS form, to aid more efficient action.

· The University’s Leadership and Management Standard must be discussed with all staff who have been identified as having a leadership or management responsibilities and any training and development emanating from this should be agreed.

· The new policy includes some changes to who is and who is not eligible for an SRDS, please see the SRDS Scheme document.

Forms and Further Resources

SRDS Form
For use by all staff. Please also find available a feedback request form which should be used to request feedback prior to your staff review.

Making the Most of the annual SRDS meeting
Advice for Reviewees and Reviewers

SRDS on-line resources
Two multi-media presentations are available which aim to provide additional advice and guidance to staff on making the most of the Staff Review meeting and writing objectives.

Development Plans - Guidance for Reviewers
Guidance notes for staff reviewers on how to formulate development plans