Managing People
Agreeing Objectives/Reviewing Performance
The University of Warwick uses a process called PDR (Personal Development Review) as the tool to:
- Agree objectives with colleagues.
- Consider development needs of their employees.
- Review colleagues progress.
Pay and Reward
The PDR process is not linked to pay and reward. For colleagues in grades 1-8, salary progression is based on a grading structure which provides incremental progression each year.
You can view the salary information for your direct reports using the HR System, Success Factors.
Further reward and employee benefits information is also available with dedicated pages for pension information.
Wellbeing and Safety
Managers should know the wellbeing support resources available to their team should they be needed. Key support areas are:
- Staff Wellbeing Hub which includes support sections relating to psychological, emotional and physical wellbeing.
- Employee Assistance Programme, a confidential support service for employees to help them cope with personal or professional problems that could be affecting their home or work life, wellbeing or general health.
- Report + Support for anyone who wishes to anonymously report or confidentially speak to an advisor about any kind of sexual misconduct, bullying, harassment, discrimination, hate incidents or hate crime. Further support materials and links are also included.
- A range of Health and Safety support and guidance is also available. You must check with your line manager to understand which health and safety requirements apply to your role.
Annual Leave
We encourage everyone to take their annual leave to ensure their continued health, wellbeing and effectiveness at work. The annual leave pages provide details of:
- Leave entitlement.
- Statutory and customary leave dates.
- How to book and manage your team’s holiday.
- FAQs such as carry-over guidance.
Absence Management
Managers have responsibilities to ensure the wellbeing of employees is supported and that absence from work is minimised.
The sickness and absence pages contain our policy as well as guidance on recording absence, the return to work discussion form and referral process, where relevant, to Occupational Health.
Leavers
To help you manage the leaving process effectively a range of information is available to help you and the employee transition as smoothly as possible.
Underperformance
The Management of Underperformance pages provides a framework for managers to use should the performance of a member of their team not reach, or falls below, the expected standard.
You should always consult your HR Business Partner when considering the use of this framework.
Disciplinary and Grievance
For serious conduct matters that fall outside of the underperformance and absence management policies, the Disciplinary Policy and Procedure should be consulted.
Grievances are concerns, problems or complaints that employees may raise with their employer. Employees are encouraged to resolve grievances informally wherever possible. However, where this is not possible or successful, the Grievance Policy and Procedure should be consulted.