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The Portsmouth Hallmark and Leadership Attributes
The Portsmouth Hallmark and Leadership Attributes
Putting our Values into practice
Putting our Values into practice
At the University of Portsmouth success is about how you do things, as much as what you do. A clear set of attributes helps to create a positive working environment where people can excel. Performance and Development Reviews (PDRs) and subsequent dialogue between Reviewer and Reviewee provide an opportunity to discuss how people go about achieving results, recognise attributes, build on strengths and highlight areas for further development. This helps the University achieve consistency of understanding of what excellence looks like and supports people in reaching the highest standards of performance.
The Portsmouth Hallmark provides a clear set of expectations for all staff, those in a leadership or management role should also refer to the Leadership Attributes. The Hallmark statements support the University Leadership Attributes ensuring consistency of behaviours among our staff and our leaders and managers. This also enables staff to see how they can further develop should they wish to progress to a leadership or management role.
Equality, Diversity and Inclusion
Equality, Diversity and Inclusion
The University is committed to creating an inclusive working and learning environment; where everyone feels welcomed and safe; is treated with dignity and respect; and where differences are recognised, valued and celebrated. Creating an inclusive culture should be at the core of everything we do. In responding to this question examples could include:
Involvement in Athena Swan, Race Equality Charter etc
Attendance at ED & I events , activities and workshops
Participation in Staff Networks
Creating an inclusive culture in all interactions with staff, students and the wider community
Improving accessibility to work and/or learning for staff and/or students
Doing things differently and coming up with new ideas to improve inclusivity
Inclusive L and T or research practices that promote inclusion, equality and belonging for all students
Co-creating innovative research with marginalised communities that supports their well-being and development as well as our own EDI priorities or action plans.
Proactively seeking diverse candidates for job vacancies and embedding EDI into the recruitment process
Creating inclusive pedagogies and assessments to be proactively inclusive to all students
How to complete this section:
All staff are required to outline how they have demonstrated the University values in the delivery of their objectives and should use the Hallmark /Leadership Attributes as a guide.
Examples are provided alongside each of the Hallmark statements and Leadership Attributes to help provide clarity and guidance around the sorts of things that would demonstrate the Hallmark/Leadership Attributes. The examples are not exhaustive; you will have your own examples relevant to your role. You do not need to provide examples of all of the statements instead you should highlight those that you feel you have particularly demonstrated, or done particularly well in delivering your objectives.
For example, someone in an administrative role may have reviewed a process, suggested improvements and worked with colleagues in embedding the new process, which may demonstrate several attributes:
Responds positively to new situations and embraces change
Be effective team players
Strives for excellence in all they do.
This provides an opportunity for individuals to highlight and build on existing strengths.
Evidence to support examples:
The Reviewee can, if they wish, provide additional documentation to support their examples e.g., emails with positive feedback, recognition awards etc. Further guidance is available on the different sources of evidence. The onus is on the Reviewee to provide examples of behaviours demonstrated but the Reviewer may also have additional documentation they would like to include. In all cases the Reviewee should be made aware that the Reviewer intends to include additional examples and evidence.
Managers may find it helpful to provide local guidance and/or specific examples that would be relevant to their teams.
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