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 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 feedback on how you are progressing with your
personal development
·
Discuss 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.
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 Appointment & 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
For the
2022/23 academic year (and onwards), the My Contribution timeline is:
The University
will check with managers at two points throughout the year to make sure these
conversations are happening:
- For
Objective Setting conversations should have been had by the end of September; at which time all
(individual, team and personal development) objectives for the upcoming
academic year should have been added to the system
- For
End of Year Reviews conversations should have been had by the end of July: at which time all End of Year
Conversations should have been 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.
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.