Achievement and Development Reviews (ADRs) are usually conducted annually between May and September.
ADRs are a valuable opportunity to reflect on achievements and learnings from the previous year, to set objectives and discuss support needed to achieve those objectives (including personal development and wellbeing). Additionally, they encourage discussion of matters relating to academic freedom of speech and Equality Diversity & Inclusion.
Mindful that we are currently in a period of collective consultation, which is impacting colleagues in a variety of ways, the University Executive Team and the HR team have discussed the approach to ADRs and are recommending the following:
- To allow time for colleagues to provide feedback during collective consultation, where it’s felt to be helpful, ADRs may be paused until the consultation process is completed and outcomes are known. Once the consultation has concluded, and future structures, roles and responsibilities are confirmed, ADRs will be expected to resume. Further information and guidance will be shared after the consultation closes.
- Individuals who wish to continue with a form of ADR sooner rather than later - whether to reflect on outcomes from the past year, set objectives for the upcoming period, or discuss support needed to achieve those objectives should arrange to do so with their line manager. ADRs at this time can be adapted and lighter touch, with only relevant sections of the ADR form completed as deemed beneficial. Some aspects of the discussion may need to be revisited once the outcome of the collective consultation is known, in these cases an iterative process is encouraged i.e. creating, refining and improving.
- All line managers are expected to maintain regular communication with their team members throughout the collective consultation period, as is the case at other times. These discussions should support people’s wellbeing and be an opportunity to discuss work priorities and any other work-related matters as needed.