Current Students and Staff

// University News

30 Nov 2015

Review of Performance and Development Review (PDR) process

As part of the ongoing HR Strategy, a review of Performance and Development Reviews has been taking place over the last 12 months and the revised principles (below) developed through this process are now ready to be tested.

The purpose of getting a robust and effective PDR in place across the University is to ensure that all staff have the opportunity to discuss and receive feedback about their performance, agree future objectives and identify personal development needs necessary to help improve their effectiveness.  PDR will also help to inform a reward system that recognises achievements and individual excellence.

All reviewers will be carefully selected and given training to help them set and agree objectives with their reviewees, as well as to enable them to give feedback and an assessment of performance, both in individual areas and as an overall summary.

From January to March 2016 two Schools – the Design School and the School of Aeronautical, Automotive, Chemical and Materials Engineering will pilot the revised PDR process, which will now include personal research planning for academic staff.  Professional Services staff will start to use the overall assessments as part of their PDRs from next year. 

Once the pilots have been completed there will be a review and any necessary amendments made, before it is rolled out across the whole of the University. It is envisaged that this roll out will take place this time next year. To review the new principles or ti read more about the HR strategy working groups please visit the Staff Development website.


Principles of Performance and Development Review (revised 2015)

  • Annual process to be conducted within a defined 3-month time period, with interim review meetings where appropriate.
  • Applicable to all University staff (post probation) – not optional
  • Performance assessment to be given for previous 12 months (minimum)
  • Setting of performance objectives for future 12 months (minimum)
  • Identification of (relevant) development needs (linked to role and objectives)
  • A written record to be kept, recording outcomes of the PDR discussion
  • Senior Management Teams (SMTs) will oversee the process and summarise the outcomes and action required
  • Conducted by the responsible manager or person designated by the SMT
  • Clear links with other relevant systems, such as rewards, the leadership framework and the capability procedure
  • The current personal research plan (PRP) for academic staff will become an integral part of the PDR