Principles of the Appraisal Scheme

  • Principles of the Appraisal Scheme

 Principles Underpinning the Appraisal Process

  1. The ambitious plans and strategic priorities set out in Vision 2020 can only be delivered through the achievements of our staff. The appraisal scheme is a fundamental, important process, through which staff will be encouraged, motivated and supported to help them attain the significant achievements that are required if we are to reach our goals.

  2. Appraisal helps ensure that there is a clear link between the achievement of the University strategy, Faculty, School/Directorate strategy and individual objectives and activities. The communication of the University strategy, Faculty, School/Directorate strategy is key to the successful application of the appraisal process, in that it transforms high level strategic objectives into deliverables and standards that are relevant to all grades of staff enabling individuals to see how their potential contribution fits into the overall purpose of the University.   

  3. For academic and research staff academic standards will underpin the appraisal process providing clear indicators as to the levels of performance required. These standards will help deliver Vision 2020 through the excellent performance of many staff.

  4. For all staff, the ‘Queen’s Professional Standards’ is a set of nine statements which articulate the ways in which the University expects all its staff to behave providing a clear description of the professional standards that underpin effective performance. They are applicable across all roles and focus on the ways in which tasks are achieved rather than the achievements themselves.

  5. Through appraisal individual members of staff are clear about what is required of them and have an opportunity to discuss any help they may need in meeting those requirements.  Appraisal is based on the principle that people are more effective when they agree what they are required to deliver and receive clear, constructive feedback on their performance.

  6. Where possible, appropriate evidence should be utilised when reviewing performance and giving feedback to the appraisee.

  7. The emphasis is on a positive and constructive dialogue between appraisee and appraiser.  The appraisal interview will be conducted on an annual basis.

  8. The University recognises and supports the importance of academic freedom and considers that nothing in the appraisal process will prevent staff from exercising their academic freedom.

 Appraisal :

  •  Provides an opportunity to  agree with staff the performance standards/objectives required to be delivered.
  •  Provides a clear link between the individual's work and the targets set out in the School/ Directorate priorities.
  •  Provides opportunities to discuss short and long-term career aspirations.
  •  Allows for discussion about difficulties or obstacles.
  •  Provides opportunities for the discussion of development needs.
  •  Re-inforces in discussions with staff the behaviour and values that are important to the University.
  •  Ensures that the individual's contribution to the School/Directorate is recognised.
  •  Provides an opportunity for reviewing in a positive and constructive way, the work of the previous year.