Self Assessment

Self-Assessment - Recognising your achievements and development needs

The PDR process provides a means by which the University can gain an insight into the achievements and contributions of its staff. The purpose of self-assessment is to provide an opportunity for individuals to reflect and consider what they have achieved and to make an overall assessment of their contribution over the review period. The intention is to encourage Reviewees to reflect on how they feel they are performing in their role and to gain feedback from their Reviewer.

A set of criteria has been developed to enable staff to identify how they are performing in relation to the results achieved (key priorities/objectives) and the way in which they have achieved them (the Portsmouth Hallmark and Leadership Attributes). Whilst it is encouraged that Reviewees consider their performance and make an assessment prior to the PDR meeting some Reviewees may prefer to wait until after their meeting to complete this section.

Reviewers are required to provide feedback to help inform the Reviewees selection. Regular dialogue to review progress against objectives, provide feedback and highlight opportunities for development should be taking place throughout the year: this will help Reviewees make a more informed and reasonable assessment. For example, there may be times where someone has been unable to achieve a specific objective as it is dependent upon others or priorities have changed. In these circumstances consideration should be given to the attitudes and behaviours applied during this time and assessed accordingly. Reviewers are unable to change the self-assessment but should view it as an opportunity to provide honest, constructive feedback and should provide their comments in the relevant section of the online PDR Form.

If a member of staff is new to their role the focus of the PDR should be on Planning Ahead. It is not necessary to review previous objectives and should be treated as ‘not applicable.’ For assessment purposes, it should be agreed with the Reviewer what a fair assessment should be based on progress to date against objectives that have been set during the induction or probation period, in such cases this should be clearly noted in the Rationale.

How to Assess

Draw together tangible information to demonstrate achievements in your role and achievements against agreed objectives.
Consider feedback provided throughout the year.
Take into account the examples of the behaviours demonstrated.
Think about what have been the highlights of the review period and what have been the challenges.
Be realistic – don’t be too harsh, or too generous.
As a final check ask “Why didn’t I assess myself one category higher?” and “Why didn’t I assess myself one category lower?”

Reviewer’s comments

Reviewers are required to comment on the self-assessment referring to the ‘How to Assess’ section above. Reviewer comments must refer directly to the Reviewee’s performance in relation to their objectives and outcomes, and to their behaviours in relation to the Portsmouth Hallmark/Leadership attributes.

In addition they should also consider:

Their own observations and experience of working with the Reviewee.
Feedback from colleagues and others who have worked closely with the Reviewee.
Overall performance for the review period as objectives may have changed due to external factors.

Self-assessment criteria

Assessment

Exceptional

Descriptor

This level describes someone whose performance is outstanding in all areas of their work. The employee has significantly surpassed their agreed objectives and consistently demonstrated the Portsmouth Hallmark/Leadership Attributes; they are an inspiration to others. They have made a considerable contribution to the success of their school/faculty/service area and/or enhanced the reputation of the University.

Exceeding expectations

This level describes someone who is consistently effective in the performance of their role and has exceeded their agreed objectives whilst consistently demonstrating the Portsmouth Hallmark/Leadership Attributes. They have clearly made an identifiable contribution to the success of the University, their colleagues and/or school/faculty/service area.

Working to expectations

This level describes someone who is consistently effective in the performance of their role and has met the majority or all of their objectives. They have demonstrated a range of the Portsmouth Hallmark/Leadership Attributes, whilst making an identifiable contribution to the University, their colleagues and/or school/faculty/service area.

Requires support in some areas

This level describes someone whose performance may fall below the expected level in some areas of their role. They have not been able to meet all of their objectives, however they have still demonstrated some of the Portsmouth Hallmark/Leadership Attributes.

Requires significant improvement

This level describes someone whose performance falls below the expected level of their role. The employee has not met many of their objectives. They rarely demonstrate the Portsmouth Hallmark/Leadership Attributes and have not provided sufficient positive indicators to evidence an acceptable level of performance.

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