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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 2020/21 academic year, the My Contribution timeline is:



If you have already created your objective for 2020/21 in our offline template, you will be able to copy these into the (upgraded) system from end of November onwards. Since there is no official Mid-Year Review stage for 20/21, you may want to use this opportunity to reconnect with your line manager to review priorities and update your objectives where required before adding them into the system.


For the 2021/22 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.






                                           
 
 
 
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