Appraisal remains a key framework for the university and provides a point for reflection and recognition of staff contributions to the university strategy.
Following feedback from staff about the need for a rating system which better reflects an individual's performance, we have completed a review of the rating scale.
In 2021 all staff will be assessed against a new five point rating scale. This is provided for information below and will be included in the move to launch a new appraisal platform to support our next round of appraisals.
We will provide development sessions for all staff with the launch of the new appraisal platform along with updates to the key appraisal guidance documents, both will be available nearer the time.
In the meantime for the 2020 appraisals, we will continue using the four point scale for ratings. This year's appraisal round is currently open, and, following an extension will now close on 30 November (see this Internal News article for further details).
New five point rating scale, to be used from 2021
Please note: no changes to the appraisal for 2020, we will continue to use the four point scale. This year's appraisal round closes on 30 September.
| A* | Significantly exceeds performance standards - Overall performance is consistently and significantly above the expectations of the role/post
- Individual has made progress beyond their ambitious objectives
- They support others to achieve success in terms of university impact
- The individual exemplifies the university values
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| A | Exceeds performance standards - Overall performance is above the expectations of the role/post
- Individual achieves outcomes beyond the scope of their objectives. Assessment recognises the higher degree of effort in meeting ambitious or developmental objectives which support the university's impact
- The role holder demonstrates the university values and influences others with demonstrating these
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| B | Achieves performance standards - Overall performance meets the expectations of the role/post
- Assessment allows flexibility to accommodate those instances where the staff member is deemed competent in their work area, and has achieved the most critical objectives but may not have been able to achieve the more ambitious ones
- The individual demonstrates the university values
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| C | Areas of improvement needed to meet performance standard - Overall performance is not meeting the expectations of the role/post and is having an impact on the work of others
- The performance at this level shows the individual partially met but did not consistently achieve the objectives, including one or more deemed critical
- Not all the university values are demonstrated
- Performance assessment should only be awarded where additional support provided indicates the individual still needs to improve, and without this there will be a need to commence the informal stage of the Capability procedure
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| D | Significantly below performance standards - Overall performance is consistently and significantly failing to meet expectations of the position
- Performance at this level shows the jobholder clearly did not meet their objectives
- There is little demonstration of our university values
- Assessment should only be awarded where the formal stage of the Capability procedure will need to commence
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If you have any questions please contactappraisals@gre.ac.uk
