161x Filetype PPTX File size 2.43 MB Source: www2.aston.ac.uk
Agenda • Key principles • Performance cycle • Our behaviours • Priority setting • Mid point review • End of year conversation • Support and resources MDC – Key principles • My Development Conversation (My DC) is our performance review process. • My Development Conversation is about setting work priorities for the year, aligned to the University's strategic plan, your department or service plan and underpinned by our values and behaviours. • It is about having positive, future focused conversations throughout the year rather than simply at the beginning and at the end. • It is also about taking responsibility for your performance and development and owning your role in the process. • Opportunity for discussion on wellbeing, development and career pathways as well as tasks to be achieved. MDC Cycle Phase Purpose Timeframe Start of cycle – To assess your team’s potential and work together Sept prioritiy setting to create realistic and motivating priorities that engage team members and contribute to the Aston strategy Mid point – priority To check in throughout the year, ensure that Jan / Feb review priorities are on track and adjust these if needed, and how to keep momentum and wellbeing going throughout the process. End of year review – To have powerful conversations to respond to July reflection and excellent performance, encourage reflection and learning development and how to address underperformance meaningfully. Preparing for your MDC meeting It is important that you prepare for your MDC conversations with your manager so you are clear on the outcomes you want to achieve in the meeting. Things to do: • Keep a record of your achievements throughout the year so you can remember everything you did. • Reflect on what and how you achieved your priorities – what went well, what was challenging and the impact it had on you, our beneficiaries and colleagues. • Evidence the behaviours you have demonstrated whilst delivering your priorities – remember it isn’t just what you did but how you did it that’s important. • Consider your development and wellbeing needs. • Listen actively to feedback and use it as a learning opportunity. • Ask open ended questions to really understand and clarify what you are being asked to do and why. We offer a range of development opportunities for you to build on your communication skills - visit the OD intranet page. Our behaviours
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