REVIEWEE Guidance Notes FOR RESEARCH STAFF PDRS
Why are we carrying out reviews?
The main aims of the Performance and Development Review (PDR) process are to:
1. Ensure staff understand their role in contributing to the College’s success
2. Review past performance, recognizing achievements and contributions
3. Identify an individual’s strengths and weaknesses
3. Agree a clear set of feasible objectives for the coming year
4. Provide an opportunity to discuss achievements against previously set objectives
5. Identify learning needs and development opportunities within the framework of organizational needs
6. Enhance the quality, morale, motivation and development potential of staff and align their professional interests with those of the College/University.
To achieve this, the PDR combines two broad areas of discussion:
Development – concerned with support, training and development needs
Performance – concerned with achievement of objectives.
General Features
Through PDR, all staff will be expected, encouraged and enabled to conduct regular and systematic self evaluation of their own practice and to assess professional/self development needs. Although PDR is an annual process this should not prohibit discussions about career discussions. Objectives may be longer term than one year, but they should be broken down into annual steps to achieve the overall goal.
Benefits
Benefits to staff:
· provides a context for constructive evaluation of own performance
· ensures a review of development and learning
· provides an opportunity to discuss problems and aspirations openly
Benefits to the College:
· improves working relationships between managers and staff
· supports implementation of College Plans
· improves staff commitment and morale.
What is your responsibility?
· All staff are expected to participate in the PDR process of appraisal.
· You should be actively involved in agreeing your objectives, assessing the progress towards achieving these objectives and discussing personal development needs. Discussions should address what is going well, what is not and why.
What is the role of the Reviewer?
The role of the reviewer is to help clarify and make objectives specific and where appropriate assess performance against previously agreed objectives.
Normally the reviewer will not be your line manager.
Remember all objectives should be Internalised, Nurturing, Specific, Planned, In your control, Reviewed regularly, Energising, Documented
Preparation for the PDR
Careful preparation by both parties is essential in achieving a constructive and meaningful appraisal. The scheme is founded on self evaluation by the Reviewee but the process will not be successful unless the Reviewer can also make an accurate and informed contribution.
When completing the PDR documentation the following questions may be useful:
· what have been their main achievements?
· what part of the role has given the greatest satisfaction?
· what part of the role has given the least satisfaction? Is there something that could be done to overcome this?
· are there problems or difficulties which prevented them from achieving what was intended?
· have those problems been overcome?
· what things can be done by others to help improve performance?
· what will be the main goals for the next 12 months?
· what development needs are there?
· what career development issues are there?
What happens after the Review?
Your PDR form is signed by your College Dean or College Manager.
Part C will be used to create a Learning and Development Plan for the College.
Information will be shared with the Staff Learning and Development and other internal training providers to help improve the range and quality of training provision.
Please refer to your CPD log/record, if you keep one.
You and your line manager are jointly responsible for agreeing and ensuring training takes place.
Interim review process
Interim reviews can be just as important as the formal annual review. Reviewers are encouraged to consider how to accommodate the need for a regular dialogue.
Revised August 2010