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Performance & Development

The Performance of individuals and teams is of paramount importance within the University, to ensure that we deliver the University Strategy and academic sub-strategies. This page provides access to all the information required for all colleagues to engage in meaningful Performance and Development Review (PDR) conversations, with a view of providing direction, support and development to enable every individual to understand their personal contribution.

The section below provides access to the relevant documentation and supporting information for the appropriate role.

Within the University we have a ‘Students first ethos’, focusing all our efforts on ensuring our key customer, the student, has an invaluable experience, which provides a solid grounding within their chosen field. Constantly improving our research capability and teaching delivery is therefore fundamental to the University’s success. The documents below specifically support Academic managers with conducting Performance Development Reviews (PDR) with their team members to ensure these objectives are upheld:

Performance and Development Review (PDR) is integral to enabling University Performance, since delivery on individual objectives should enable delivery on organisational objectives.  Please note, following the launch of e-PDR the Professional Services areas should be using this system to manage their performance and development reviews.  This does not apply however to Manual & Ancillary staff groups and also some Professional Services support staff residing within schools who report to an academic staff member.  These groups still need to use the standard forms below.  If you have any queries in relation to this please enquire with your line manager in the first instance.

The PDR process allows managers and their team members to identify both: clear and measurable objectives which will contribute to delivery on divisional outputs, and, career aspirations which will ensure individual growth and ongoing capability. The following documents support managers with embedding this process:

The e-PDR system was introduced to faciliate the Performance and Development Review cycle within the Professional Services areas, from the 2015/2016 cycle (*).  If you select the link below you will be able to access the system, which will allow you to capture your SMART objectives, identify areas to develop from the Salford Competencies, and track your achievements throughout the PDR year.  From this page you can also access e-learning materials to support you navigating the system and understanding its benefits, certain sections of this e-learning should be completed before attempting to use the system, please see the page for further details:

(* please note, the e-PDR sysyem does not apply to Manual & Ancillary staff groups and also some Professional Services support staff residing within schools who report to an academic staff member.  Performance and development reviews for these groups need to be completed using the forms in the section above).

The University Competency Framework aims to clarify the expected observable behaviours of employees performing effectively within their role.  Also known as the 'Salford Competencies', these have been introduced to support and feature within the implementation of the E-PDR system, therefore applying within identified Professional Services areas, from grades 1 - 10.  Please view the framework and an overview on Blackboard now.

The Performance Improvement Process (PIP) is in place to ensure the required levels of individual performance are maintained. A line manager is responsible for identifying instances of under-performance and addressing these through the University Performance Improvement Procedure, which is also available below. The pro-active management of individual under-performance is essential in ensuring the University remains on track in achieving its strategic aspirations:

A range of development courses and interventions are available through the Human Resources Division
. These aim to enable colleagues to grow professionally, therefore improving individual and organisational performance. Please click a section below to read more about the opportunities available and secure a booking on available courses. If you have attended a training session run by us recently and would like to give us feedback, please click here to complete our survey.

WelcomeAs a new staff member, to help you settle in to the University, we have created the 'University Welcome and Orientation' programme that has been designed to complement the local induction process that you receive through your school/professional service area outlined in the Code of Practice for Welcome and Orientation of New Staff. Click here to view all the Welcome and Orientation Activities.

The division's specialist learning team will provide leaders and managers with support and development to ensure continued growth and progression. This is provided through:

  • scheduled face to face workshops,
  • online training materials to complete in your own time,
  • one to one coaching support,
  • access to experienced learning and development professionals who can work with you to develop bespoke solutions (for you and your team). 

As a manager, you should be thinking about your own development needs, as well as those of your team.
Existing and aspiring first line managers can access our fully accredited in-house Leadership and Management (ILM) Level 3 Award in First Line Management. Other leadership development activities are being delivered through the Leading for a High Performance Culture Programme.

For online learning, this area on Blackboard groups all the online leadership and management development modules together so please access it when you need to. Whether you need to know about managing change effectively, or need some guidance on people management, you should find it there.

To view more detail and  book onto scheduled workshops and face to face training relevant to your needs as a leader or manager use the links below:

We can all continually improve the way we work. This could be how we manage our time, how we plan our work, how we present our ideas and proposals and whether we simply take too much on ourselves. It is often not simply an issue of working harder to achieve more, but of working smarter. Click here to view all Personal Skills Development Activities and learn more.  

If you are interested in progressing your role and career overall by enhancing and accrediting your professional and personal skills it is worth considering the central funding opportunities available to you.

Your personal skills are best developed in the context of the organisation you work in. Currently, HR offers courses to support your understanding of the University and the way that it operates. Click here to view all the Organisational Development Activities.

Coaching has developed considerable credibility in recent years as an effective development tool for employees at all levels and is available through the Human Resources Team.

There are four areas where coaching may be applied:

  • Coaching for skills – focussed on current project or task
  • Coaching for performance – focussed on effectiveness in current job
  • Coaching for development – focussed on future job or responsibilities
  • Coaching for own agenda – focussed on individuals larger agenda
Participants usually state that they benefit from having focused one-to-one time in a supportive and safe environment. This enables them to develop their confidence, build their competence and grow in their self-awareness and self-esteem. It is particularly useful in times of organisational change or for your own professional development.
If you would like to explore whether coaching is right for you please read the following documents and complete the Application form before returning to the Human Resources Team:

The HR Division are currently running an ILM Level 5 Award in Coaching and Mentoring. Click on the link for further information on the programme.

The University does not provide a formal mentoring programme, however, we do understand that having a mentor for new colleagues can form a useful part of their induction to the organisation. Should you wish to explore how to arrange mentoring for a new colleague please refer to the guide below.


Mentoring Guide for New Starters


If you need information on Mentoring in general and what it takes to be a mentor or be mentored then the two Pansophix guides below will be a useful resource. These may prove useful if you wish to explore a mentoring arrangement for development purposes at other stages of your career with us.


A Useful Guide To Mentoring

Mentoring Essentials