UCL Core Behaviours Framework

These guidance notes are designed to help you use the UCL Core Behaviours Framework with your team members. You should read them alongside the UCL Core Behaviours Framework document, which contains full details of each behaviour, and the accompanying Overview document.

A separate Team Member’s Guidance Note has been produced for reference by all staff when using the Framework and you should familiarise yourself with this prior to meeting with your team members.


Why should I use the UCL Core Behaviours with my team members?

The Framework is designed to provide your team and you with a development tool. It provides you with a non-prescriptive guide to a range of behaviours, the use of which will help your team members conduct and develop themselves in a way that should both enhance their work interactions with colleagues and also have positive implications for the way in which they achieve their objectives. It can also help your team members consider those behaviours they may require for the purposes of career progression and to seek out opportunities to develop these.

Using the Framework with your team members can therefore help you create a team where each individual possesses the behavioural skills needed to meet the requirements of their role and where team members are encouraged to think about their longer-term career options and the behavioural skills they may require to fulfil these.

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How can I develop my understanding of the UCL Core Behaviours?

You should familiarise yourself with the UCL Core Behaviours by reading through the Framework, the accompanying Overview document and this Guidance note, to develop your understanding of what is meant by each behaviour and which might be appropriate for your team member(s) to further develop and how they might go about doing so.

You might also want to discuss the Framework with your line manager and/or Head of Department, to ensure consistent support and development of the Core Behaviours across the wider team.

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How can the UCL Core Behaviours help me plan individual and team development activities?

The UCL Core Behaviours Framework can support you with both formal and informal individual and team development.

Formally, you can use the Framework when considering team members’ individual development needs as part of the appraisal process, or when considering the overall behavioural skills mix of your team and how best to strengthen some aspect of this, e.g. team collaboration.

Informally, the Framework offers you a development-oriented language which you can use when working with colleagues, whether members of your team or more widely. Doing so may help individuals draw attention to those behaviours which could enhance the quality of a work activity or which could make the benefits of this available to a wider group of people, e.g. communicating research outcomes or encouraging colleagues to consider the wider, institutional, implications of their actions.

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Practically, how can I use the UCL Core Behaviours with my team and team members?

To help you identify and plan suitable development activities for your team and team members’ current role(s), you should consider the following approach:

To identify and develop the Core Behaviours that team members require for a future role, the approach is similar to the above and you might want to work with your team member to:

Once you have identified with a team member those behaviours where development is required you should ensure that these are recorded on the person’s Personal Development Plan (PDP).

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How do the UCL Core Behaviours link to the Appraisal process?

All professorial and other Grade 10 staff must consider how they have used the UCL Core Behaviours when completing the appraisal process.

Staff with line management responsibilities and who do not hold a Grade 10 position should also consider the UCL Core Behaviours when completing their appraisal.

If you are appraising a team member who meets either of the above criteria, then you should make use of the Core Behaviours Framework within your appraisal discussion, including coverage of the how the person has gone about meeting their objectives in addition to what has been achieved. Consideration should also be given as to whether the individual has any behavioural development needs, the meeting of which could enhance the quality of their work, the ability with which they lead and manage their team or how they interact with their colleagues.

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How can I ensure that my team members get the most out of using the UCL Core Behaviours?

It may sound something of a truism, but the more thought that goes into how your team members and you apply the Framework, the more you will benefit from doing so. In particular, you might want to encourage your team members to:

You might also want to:

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What should I avoid doing when using the UCL Core Behaviours with team members?

The Framework is designed to provide your team members and you with a development tool. It aims to guide you towards identifying those behaviours where further development will most support the team member’s current performance and/or help them realise their career plans.

You should therefore:

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Where can I gain further information?

If you have any questions about the UCL Core Behaviours or how to use them you should refer in the first instance to your line manager and to the Overview document. If you still require further information then please contact a member of UCL’s HR Organisational Development or HR Consultancy teams.

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