Values Feedback Guidance
Values feedback takes place annually for all Professional Services staff with values in their job description whom are not already undertaking 360 leadership feedback.
Click here for the values expectations at Swansea Values expectations for PS staff
Individuals participating in values feedback will have their bespoke feedback Report automatically uploaded within their PDR ‘document upload’ section. For those on probation, a copy of the report will be emailed to them and their line manager by September 1st.
Your values report contains your self-assessment and that of your line manager for each values expectation in terms of how well you believe this is demonstrated in the workplace:
1. No Evidence
There has been no opportunity for your line manager and/or you to assess your performance against this criteria. This could be because you or they are too new in role, or that the situation hasn't arisen for you to demonstrate this
2. Needs Development
You are not currently meeting the criteria set out in the values expectations, and will need further development. This could form part of your values feedback objectives in discussion with your line manager.
3. Somewhat Effective
You are either partially meeting the criteria and will therefore need to discuss the areas for improvement or you may be meeting the criteria in a way that is not consistent (e.g not always). You should take the opportunity to discuss with your manager what you need to do in order to imporve and this could form part of your feedback objectives.
You are meeting the criteria fully as set out in the values expectations and doing this consistently and effectively.
You are a role model for the criteria set out in the values expectations, and lead the way in demsontrating the value in your day to day role. Your manager may want to discuss with you ways in which you could assist others in your department or team and this could form a feedback objective.
In preparation for your PDR or probation meeting you should start thinking about how you can come up with actions that will benefit you, your team, and the University. Think about the areas where you have shown strengths, and how you can build on these. Where you have development areas, discuss with your manager how you can begin to address these.
Actions agreed as a result of your values feedback should be recorded in the “Feedback Objectives” section” tab of your PDR. It is expected that at least one of the PDR Objectives agreed for the forthcoming PDR period will be as a result of your feedback. In creating these, we would encourage you to think about enhancing existing strengths as well as filling potential gaps in your performance. Your 2018 feedback report will also be available in this section by clicking on “Values Feedback”
When reflecting on your feedback report, it might be helpful to think about the following:
• Initial Reactions - What has particularly pleased you? What has surprised you? What has been confirmed for you?
• Consistency of Feedback – What feedback is agreed between you and your line manager? What are your (consistent) strengths and areas for development?
• Different Perceptions - Where are the biggest differences in the feedback between you and your line manager? Where is the biggest gap between how you see yourself and how they see you? What reasons can you think of that explain this?
Individuals who participated in values feedback in 2017, will locate their agreed objectives relating to this feedback in the “Previous Objectives” tab of the PDR, in the “Feedback Objectives” section. You should take the time to reflect on your performance against these objectives. Using the drop down box options of “Achieved”, “Not Achieved” or “Not Applicable” you will be able to update your status against each objective. Supporting evidence should be captured in the ‘Progress Notes’ text area. 2017 feedback may be found by clicking “last year’s feedback."
Any values feedback related queries should be directed here