By review we mean a planned formal process of self-evaluation and structured discussion aimed at personal, professional and individual career development. It is not meant to be a judgmental process but a developmental process driven by the individual. It is an open, regular and systematic discussion of how the individual might enhance their role. The review process provides a means by which:

• ndividual contributions are recognized
• feedback on individual performance is given
• members of staff are assisted in developing their potential
• the best ways of overcoming problems are defined.

Individuals take responsibility for their own learning and development and for their role in the successful operation of the university. Not all individual needs can be met. Given the limited resources available, priority is usually given to clearly related strategic goals. The reviewer’s role is to help staff member to:

• assess their own performance and development regularly and fairly
• help set and review objectives
• place a focus on self-review, and objectives setting and if objectives have not been met possible reasons can be discussed in a constructive manner.

The review system provides a systematic means not only to review past achievements and responsibilities, but also to consider future developments at all levels within the university. At a department level the review system can help identify, agree on and plan staff development activity, which in turn can lead to improved departmental planning. It will give a better understanding of how all staff members contribute to the department’s activities. A greater input from all staff can aid improved communication.

Participation of all university staff members in the review process will support continuous development by encouraging a culture of feedback, recognizing achievement and promoting development and continuous learning.

Staff development at an individual level is an integral part of this process. It provides a regular opportunity to talk about work, progress, achievements, and future plans. The review discussion can be an opportunity to give praise and recognition for achievements and positive initiatives to the individual.

The performance review system is the recognition that all staff have the ability to reach their full potential. The university can enable staff to find ways to achieve their full potential in line with the university strategic plan. The review is a forum in which clarification of what is expected in the job can take place. It brings understanding of university objectives and priorities and how individual work and responsibilities relate to these.

Short-term and long-term career development is crucial for ensuring continuing development. The review allows an increased focus on career development. It is also an opportunity to discuss work-related problems and difficulties that may arise on the way of goal achievement. Possible solutions can be identified and implemented together.

The development of staff and delivery of a quality service at SDU is a joint responsibility shared by individual staff members, managers, and the institution as a whole. The review mechanism is a joint process that enables managers and their staff to agree on objectives, which are clearly linked to the university and their department’s goals along with any support that is needed.

A performance and development system will provide an on-going opportunity for each department and their staff members to take time to consider their contribution to the university and how this contribution could be enhanced. 

A fundamental aspect of a review is objective setting. An objective is a target an individual intends to achieve through a plan. It supports the department and university goals. It is important that an objective is S.M.A.R.T – specific, measurable, achievable, realistic, and that a clear time frame for accomplishment is specified.