This is an annual process that provides all staff who are eligible for a PDR with the valuable opportunity to reflect on their performance, potential and developmental needs.
As communicated via email to staff in November, it has been agreed that the summative performance rating element of PDR should be suspended for the forthcoming round. Constructive and effective discussions regarding performance continue to be an important part of the University’s success, so although the rating element has been suspended, a discussion on performance will remain. The reward arrangements that directly flow from PDR will also be suspended.
Your reviewer will arrange a one-to-one meeting with you within the PDR period, which runs from 1 January – 31 March. Everyone will need to have completed their PDR meeting and the associated documentation within this timeframe.
You will need to complete your PDR documentation through the online system and share it with your reviewer in advance of your meeting. This will be available from Tuesday 7 December.
Your PDR meeting with your manager or reviewer will enable you both to reflect on the previous twelve months and have a meaningful conversation about the coming year.
You will agree objectives for both your performance and your development. When you’re considering the development you might need in the coming year, think broadly. Often a training course or workshop is not the best method. Consider opportunities that help to stretch you in your daily work – for example, acting as a mentor to others, or taking on new activities that help you to develop new skills.
Further information on the process and a link to the online system can be found on the PDR website.