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My Contribution - an overview 

The University is committed to ensuring all colleagues have meaningful and frequent 1:1 conversations with their line managers around performance objectives, and also have personal development objectives in place.


My Contribution is the tool we use to help deliver this commitment. It is divided into three parts:

My Review


·       Define your performance (individual and/or team) objectives, linked to strategic priorities over the next year

·        Gain feedback on your performance and behaviours

·        Ask for any support you may need to achieve your performance objectives


​My Development

·         Define your personal development objectives, these should be linked to:

o    learning skills and/or develop knowledge to help you achieve your performance objectives

o    learning new skills and/or develop knowledge to help you improve in your role

o    developing into a new role – this could be at a more senior level or have a different focus

·         Gain fee​dback on how you are progressing with your personal development

·         Discuss the support required (if any) to work on your personal development objectives

My Career


It's important to align your personal development objectives with your personal career aspirations and consider how this aligns to the University’s strategy. As part of your My Contribution conversations, discuss and review your continuous professional development, for example, to support your journey on an academic career path or develop new skills which may help you gain promotion.

Eligibility/exclusion criteria and exemptions​​

​Eligibility criteria

(colleagues eligible to participate in My contribution process)

​Exclusion Criteria

(Colleagues eligible to participate in My Contribution process but are not required to complete the annual activities due to individual circumstances)


(Colleagues who are exempt from My ​​​Contribution process)

- Permanent roles

- Fixed-term roles greater than 12 weeks

- Roles greater than 0.2 FTE

- Colleagues undertaking career break/

external secondment/maternity/paternity/parental leave

- Sickness absence (long-term)​

- Colleagues who are due to return to work /or leave the University 12 weeks before My Contribution activity is due to be completed​​​

- Casual employees

- Guaranteed hours employees

- KTP associates

- PhD Students

- Student placement 

The benefits of My Contribution


·        Setting objectives effectively gives you clarity on what you want to achieve, why, and how you are planning to do this

·         It helps you to prioritise your efforts on what is important

·         Allows you to measure progress and take pride in achievement

·         Allows you to identify challenges and discuss support required with your manager


We have created a few short videos on the My Contribution process and the benefits it could bring:

Edinburgh Napier is a diverse university and our priorities, development needs and career opportunities vary. Some schools/departments will:

·        Have close links to the ‘shaping our future’ strategy’ or the Academic Appo​intment & Promotions Framework​

·        Focus on core business functions that will improve student and employee experiences little by little, year after year

My Contribution is underpinned by our commitment to our values and professional behaviours and Leadership Behaviours. These explain how each of us is expected to carry out our role so that we not only build our own performance and personal growth but also how we support our colleagues to do the same.


My Contribution timelines

Below you will find the timeline for the My Contribution process. ​

There is a general expectation that you are having ongoing conversations with your line manager throughout the My Contribution lifecycle. If this is not happening, contact your manager and arrange these meetings.


The University will check with managers at two points throughout the year to make sure these conversations are happening:

  • Objective Setting conversations should take place by the end of September; at which time all (individual, team and personal development) objectives for the upcoming academic year should be added to the system

  • ​​End of Year Reviews conversations should take place by the end of July: at which time all End of Year Conversations should be added to the system

The Mid-Year Review should be a key milestone in your diary to ensure you’re getting feedback on your performance. You then also have the opportunity to discuss your personal development needs and any support you require.​

At the end of each meeting, staff, and, where appropriate, managers, should update the relevant parts of HR​ Connect​ to ensure that a record is kept of each step. This will help you keep track of what has been agreed and what you would like to achieve for personal development. 

Support and guidance for colleagues and people managers:  

There is a variety of support resources available to you. These include instructional videos and guidance documents designed to assist you with viewing, updating, and completing the My Contribution forms on HR Connect​. Please visit the My Contribution Support and Training page.​


Additionally, workshops are offered to provide further support in setting effective performance objectives and personal development goals. ​​