Working group table 2: HR: Appraisals and Probations

Navaeeda Naeem, Katy Pestell, Donna Dalrymple, Anne Parnell, Libby Bertram, Kate Brunskill

Appraisal and Probation reviews are crucial to enabling and monitoring performance, and supporting career progression. Because this is so important, this is one of ION’s Key Performance Indicators (KPI) as an Institute. Our Faculty expects us to reach 95% appraisal completion rate. In June 2018, our completion rate was at 92%.

Q: How can we A. improve on this, and ensure all staff are appraised annually? How do we get the appraisers and appraisees to better engage with appraisals? And B. how can we make the monitoring and recording of appraisals (and probations) easier?

 

To help your thinking, focus on the following areas:

•How do we get the appraisers and appraisees to engage better with this exercise?•What are the bottlenecks at the moment?•Faculty Appraisal policy and form provided. •Detailed workflow on how to input appraisals is also provided.•Input of data on system – time delays with My View. DAs can input sick leave in MyView – should they have access to appraisal input?•Historically no all ION Departments are on MyView! Need to change this? Or is MyHR (new system) going to supercede the need for this?•HR leading and working with DAs. •Appraisals, Athena Swan, Probation all in one package – should DAs work with HR lead?•DAs can input sick leave – access to appraisal input? 

Next steps: identify your lead for the T&F group (Anne, Libby, Navaeeda?)meet up as a group and discuss agree on actions

Each DA has now been mandated to use MyView- how will that help?

Donna had some good practice form the IOE- should we follow-up on this with her?

Roll-out quick wins identified and report back at next team meeting(s)