Achievement and Development Reviews (formerly Appraisals)

Everything that you'll need to prepare for annual staff Achievement and Development Reviews.

What are Achievement and Development Reviews?

A refreshed approach to staff development and support, Achievement and Development Reviews (ADRs) are a key part of the ‘harnessing talent’ element of our People Strategy. They aim to support staff to set professional and career development goals, to measure their success and progress against their objectives, and to develop new objectives that are achievable and measurable.

With the 2023 ADR cycle now complete, Organisational Development are analysing the feedback from the ADR User Survey for an overview of changes or improvements which could be made for the next ADR cycle. We will update staff with any changes in advance of the 2024 ADR cycle.

Key points

All Sussex staff are expected to have an annual ADR and use the relevant ADR form to record agreed objectives and actions. The form is intended to be a live document that is reviewed throughout the year.
ADRs should be carried out with the Line Manager, or a delegated reviewer in the same School or Division who knows the individual. Reviewers are expected to undertake training and be provided with clear guidance.
The output from the ADR should include a set of Specific, Measurable, Achievable, Relevant, and Time-Bound (SMART) annual objectives and an agreed development plan relevant to the individual’s role.
The ADR provides space for the reviewee to reflect on how the University’s values and EDI considerations are demonstrated in their role, and to discuss their own experiences, as is felt appropriate.
The ADR should include an opportunity for the individual to discuss their wellbeing and work-life balance, and any support needs.
For Academic and Research staff, the ADR is also an opportunity to reflect on the past year and how the reviewee is supporting both academic freedom and Freedom of Speech in their teaching and research, and to discuss their own experience, as is felt appropriate.
The ADR is confidential but certain elements of the agreed outcomes can be extracted and shared, subject to the consent of the reviewee (e.g. for Discretionary Pay Review purposes).
It is assumed that the vast majority of the University Leadership Team will use the Professional Services ADR Form due to the nature of their roles, however Academic ADR Forms are available too.

Supporting resources

View and download the ADR Guidance documents for Professional Services staff and Academic and Research staff
Watch the Achievement and Development Reviews Video Overview on Learnupon (you will need to be logged in to Learnupon for the link to take you directly to the course, or you can find it in the course catalogue using the search bar)
Browse the ADR Linkedin Learning pathway for Reviewees and complete anything that feels relevant to you
Browse the ADR Linkedin Learning pathway for Reviewers.

Equality, Diversity and Inclusion (EDI)

To support the Sussex’s commitment to equality, diversity and inclusion, the ADR provides a space for the reviewee to reflect on how the University’s values and EDI considerations, are demonstrated within their role, and to discuss their own experiences, as is felt appropriate. This includes:

A recognition that in any role and in any team, what we/others do and how we/others do it will always have an impact on people. This includes the role we carry out and the way in which we and others conduct ourselves.
The importance of diversity and of understanding the needs, perspectives and experiences of people different to ourselves, enabling us to identify and address potential barriers.
Even when working within predetermined systems and processes, it is still our responsibility to identify, highlight and address inequalities.

To support conversations regarding EDI, please ensure that you have completed the mandatory staff e-learning, Diversity in the Workplace and Unconscious Bias. Managers and all staff involved in recruitment should also complete the Recruitment and Selection training.

Talking about wellbeing

The new ADR process has a focus on talking about wellbeing and ensuring that staff feel they have the right support to thrive during the year ahead. We understand that talking openly about mental health can feel a little uncomfortable. This LinkedIn Learning pathway, How to have a conversation about Mental Health, has a range of videos, articles and reflective tools to help you feel confident in conducting a meaningful wellbeing conversation.

You may also find this Wellness Action Plan [DOCX 18.25KB] helpful when preparing for wellbeing conversations. You can also find a range of information related to mental health and wellbeing on the Staff Wellbeing Hub.

Academic freedom and Freedom of Speech

The University of Sussex is committed to promoting academic freedom and freedom of speech by providing an environment for the peaceful exchange of diverse viewpoints that can be scrutinised and explored with civility. Watch the short video of David Ruebain, Pro-Vice-Chancellor for Culture, Equality and Inclusion and the University's Free Speech Officer, in which he outlines the importance of freedom of speech and academic freedom at universities such as Sussex, and our legal obligations in these areas.

Forms and guidance for Professional Services staff

Forms and guidance for Academic and Research staff

BSMS Appraisal Scheme

For clinical academics whose Honorary Clinical Contract is held with Brighton and Sussex University Hospitals Trust (BSUHT), the review year runs from 1 April to 31 March. The window for ADR meeetings is 1 May to 31 January. Staff are advised to contact the Brighton and Sussex University Hospitals NHS Trust, Medical Appraisal and Revalidation team. If you have any queries, contact MAAR@bsuh.nhs.uk or 01273 696955 ext.7288.

Clinical academics whose contract is with the Sussex Partnership NHS Foundation Trust should email hrassociate@sussex.ac.uk.

For clinical academics where the Honorary Clinical Contract is held elsewhere (other than BSUHT), see the appraisal guidance and form:

ADR Summary Returns

All Schools and Divisions are required to return their ADR completion summary data annually to HR. Heads of Schools and Divisions will receive email reminders before the end of the annual review periods. For more information regarding summary returns, please refer to the ADR guidance resources.

Frequently asked questions

Who needs to undertake an achievement and development review (ADR)?

The ADR process is relevant for all contracted staff, including those employees on a fixed-term contract for 12 months or more. This process may not be relevant for those soon to leave, or those who are new to the University and undergoing our induction and probation process.

If staff have been on maternity leave this year, do they need to complete an ADR?

If they are back at work, yes. Looking back at achievement will be limited but there will be the opportunity to set objectives for the coming year and to explore any development or wellbeing needs that support the employees return to work..

If a staff member's fixed term contract is due to end soon, do they need a full ADR?

The staff member may find the “looking back” process useful and it is an opportunity to congratulate the employee on their achievements over the past year and acknowledge where development and progress has been made. It is good practice for all staff irrespective of contract length, to mutually set and agree objectives with their line manager to provide clarity for both parties on expectations and what needs to be achieved. These should be reviewed through regular employee and manager 1:1 meetings.

If a staff member is still within their probationary period, are they exempt?

It’s really important that managers have regular one to one meetings with their new employee to set initial objectives, clarify expectations on both sides and understand the progress the employee is making. It’s also really important to highlight any misconceptions or problems early on so they can be dealt with and the new employee has an opportunity to address them. The ADR form can be used for setting probationary objectives which cover the first 3 – 12 months until the new employee joins the ADR cycle (see table 1).

The line manager, should provide a psychologically safe space for discussion so both line manager and new employee can raise any concerns early on. Probation is very much a two way process which includes reviewing both ability and behaviours. Line managers want to be satisfied that the employee is not only capable of meeting objectives but also forms good working relationships with all of their colleagues at all levels in a way that is in line with our values.

Table 1: Probationary Periods at Sussex

Terms and Conditions	Probation Period	Guidance
Grade 1-6 Clerical and other related	3 months	HR will send a reminder to the manager, one month before the probationary end date. The manager will have a review meeting with your staff member and confirm to HR via email whether they have passed their probation or if it should be extended. Once you have confirmed that you have notified the staff member of the outcome, HR will then write to the staff member confirming the decision.
Research Faculty	8 month probation	A reminder is sent to the manager to have a review around 4 months. There shall be one meeting in the first six months for Research Faculty, between the probationer, Principal Investigator, Programme Leader or equivalent and Head of Department, Director of Graduate Studies or nominee (for SPRU, the Director of Research or nominee).
Administrative Faculty Grade 7 – 10	2 years	A reminder is sent to the manager to have a review meeting at the agreed probationary review date then the above process is followed. Shorter probationary periods can be arranged at Line Manager’s discretion but should be no shorter than 6 months. Administrative roles join the Achievement and Development review process after their first year.
Academic Faculty	3 years	Probation objectives should be clarified by the Head of Department/Head of School, and viewed during the probationary period. Probations will be signed off/extended by a committee including the Head of School, and the outcome then confirmed by the Provost. Academic roles join the Achievement and Development review process after their first year
Fixed Term Contracts	Same as permanent staff	Same as permanent staff

If a staff member is on a fixed term contract and also in their probationary period, does an ADR need to be completed?

It is good practice for all staff irrespective of contract length, to mutually set and agree objectives with their line manager to provide clarity for both parties on expectations and what needs to be achieved. These should be reviewed through regular employee and manager 1:1 meetings.

Contact and advice

Organisational Development
Sussex House SH-230

od@sussex.ac.uk
01273 075533 (ext 5533)

Organisational Development