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Performance & development reviews

image P&DR

P&DR meetings are the single most important way in which the University ensures that each and every individual is able to perform to the best of their abilities and fulfil their professional aims and ambitions.

Following feedback from the Staff Survey we have reviewed our P&DR processes, and developed an online system for completing and managing review forms. This new system applies to PSS staff working centrally and in the faculties.

The new system will be rolled out to academic staff within the faculties over the coming academic year. Until then you should continue to use the following guidance - Performance & development review procedure and guidance for academic and related staff

Our philosophy

We believe that:

  • People want to do a good job, to get satisfaction from their work, and to be appropriately recognised and rewarded in return.
  • People want to feel that they are making progress and learning new things at work.
  • People want to be managed by someone who has a genuine interest in their career and their development.
  • Regular, honest and open communication is the key to achieving understanding, respect and progress at work. 
  • More is usually achieved by (wherever possible) playing to, and developing, a person’s strengths, rather than by asking them to do more of things they are less good at.
  • Being effective and enjoying work is often to do with how we do the job as well as what we do, so P&DR looks at our ‘soft skills’ (or ‘behaviours’) as well as the tasks we are doing and the results we are trying to achieve.

Key features of our scheme

  • P&DR will be offered to all staff 
  • Every reviewing manager and senior reviewer will be (re)trained in the use of P&DR, with a focus on making it a valuable use of everyone’s time
  • There will be more emphasis than before on the reviewee to ensure the review is effective by preparing for the review and contributing to the meeting 
  • Every review meeting will, as standard, look at development needs, career/job aspirations and scope for advancement. 
  • Information from the reviews will now be shared, in a limited way, with other parties, to help make sure things happen as a result of the review commitments. 
  • Your Senior Reviewer will have access to your P&DR to ensure it has been completed, suitable objectives have been set, development needs have been discussed and the overall P&DR is of a good standard. 
  • Some (non-sensitive) elements of your P&DR will be shared with other parts of the University to help with the achievement of your objectives, e.g. requests for any changes in teaching allocation or development needs to plan training.

Roles & responsibilities

Reviewee - there is a key responsibility on each of us to prepare well for our own P&DR meetings

Reviewer - The primary role of the reviewer is to set up and conduct the P&DR meeting in a way that enables reviewer and reviewee to get to the core issues relating to the reviewee’s work

Senior Reviewer - In this new role, the Senior Reviewer will be responsible for oversight of the effectiveness of the P&DRs carried out in their areas.

Online system

A new online system has been developed to manage the process. To prepare for your P&DR you will need to download the review form. The user guide explains how to do this:

Staff without access to a PC will still be able to complete all documentation in a paper format.

Administrators have been identified to support the on-line system - contact details.

Further information