As we have entered our new Appraisal Window, we would like to bring to your attention some changes for the upcoming cycle.
During the current Covid-19 pandemic, colleagues in Library Services are asked to complete the abridged version of the UCL appraisal form.
The new format dispenses with Parts A-C in favour of a single document.
Appraisals and Covid-19
This has not been a ‘normal’ year. UCL’s position is that the appraisal write-up should include acknowledgement of any agreed adjustments to objectives, workload or working patterns, for individual members of staff. Where a barrier, such as the impact of COVID-19 or lockdown, may have impacted on an individual’s ability to meet agreed objectives from the previous year, it should not impact negatively on the individual in terms of demonstrating good performance over the past year. Nor should their revised working pattern/workload create a barrier to any learning and development opportunities which have been identified as part of the appraisal process.
See more information about holding appraisals this year.
How to manage the appraisal documentation
- The Appraiser and Appraisee should keep a signed copy of the appraisal document, in a confidential file/location, until the subsequent appraisal, when the document should be disposed of confidentially. (If the appraisee leaves the organisation, the paperwork should be disposed of confidentially at that time.)
- If revisions to the job description have been agreed during the appraisal process, please send an electronic copy to Library HR at firstname.lastname@example.org.
The LibNet appraisals page has been updated with information about the abridged appraisals process.
The Developmental conversations approach allows for two-way conversation to take place which can enhance the appraisal experience through meaningful goal setting and personal development.
Further information on developmental conversations is available.
The recommended Developmental Conversations training module is available for staff to complete.
In line with the Library Equality, Diversity and Inclusion Action plan, all staff are required to have a target of engaging or undertaking at least one Equality, Diversity and Inclusion associated activity or event in the 2020/2021 academic session. For example contributing content to the Library Equality Diversity and Inclusion (EDI) newsletter, engagement in wellbeing initiatives, attending a training session or team building exercises using the theme of EDI.
A discussion should take place regarding the Library Strategy and targets that link to the Strategic Key Performance Action objectives.
When developing the targets, consideration should also be given to the UCL Ways of Working and the indicators relating to the grade of the post that the employee holds.
4 dimensional (4D) goal setting:
UCL has introduced a goal setting framework based upon the following principles:
- Discover my potential – 1 goal required
- Deliver my role and alignment to UCL’s strategy – 3 goals required
- Defer/Discontinue activities that hinder me from achieving my role’s purpose and focus
- Demonstrate UCL’s way of working – 1 goal required
Further details about UCL’s 4 dimensional approach to goal setting are online.
Please ensure you review training completed in the past year and that any mandatory refresher training is set as a training objective.
There are 9 core mandatory courses:
- Staff online diversity training
- Unconscious bias training
- Change possible: Be part of a sustainable UCL
- Information Security
- UCL fire safety
- UCL safety induction
- General Data Protection Regulation (GDPR) training
- Freedom of information
- Prevent duty training
GDPR refresher course completion required every two years.
Mandatory training for Managers
Managers should complete UCL recruitment essentials before participating upon recruitment panels.
UCL has a vast amount of training available for staff which can be found by visiting the Learning Academy.