Performing at Manchester in the Library

Introduction

Performing at Manchester is the University’s approach to supporting performance through regular conversations about goals, development, careers and contribution.

Library colleagues should use the central University guidance as the main source of information.

This page highlights what colleagues need to know locally, including Library expectations, timelines, learning and development support, and useful links.

University guidance and resources

For full guidance, tools and templates, please visit the University Performing at Manchester StaffNet page:

Performing at Manchester

Prepare for your conversation

Use the Performing at Manchester guidance document to help you prepare, and use the Performing at Manchester conversations template to structure and record your conversation.

How Performing at Manchester works in the Library

In the Library, Performing at Manchester will be supported through regular conversations between colleagues and their line manager throughout the year. These conversations should help colleagues understand priorities, reflect on progress, identify development needs and talk about future career aspirations.

Conversations should be meaningful, proportionate and ongoing. They should not be limited to one annual meeting, although teams may still choose to schedule a more focused review conversation at key points in the year.

Library timeline and expectations

Library colleagues and managers should use the following annual cycle to support regular Performing at Manchester conversations.

Quarter	Timing	Focus
Quarter 1	September to November/December	Set clear goals and agree priorities for the year ahead.
Quarter 2 and Quarter 3	December to May	Hold career and development conversations. Colleagues and managers can be flexible about how they approach these conversations. They may follow the structure in the University guidance exactly, or adapt it to suit individual, team or service needs.
Quarter 4	June to August	Review, reflect and evaluate overall performance, including progress against goals, achievements, learning and contribution.

What we expect from managers and colleagues

Managers	Colleagues
Hold regular performance and development conversations.	Take an active role in preparing for and contributing to conversations.
Support colleagues to set meaningful goals linked to local priorities, Imagine 2035 and University priorities.	Reflect on achievements, progress, challenges and development needs.
Give timely feedback and recognise contributions.	Keep goals and development plans under review.
Encourage learning, development and career conversations.	Make use of relevant learning and development opportunities.

Learning and development in the Library

Performing at Manchester conversations are an opportunity to talk about learning, development and career aspirations in the context of the Library’s Imagine2035 strategy. These conversations can help colleagues reflect on how their goals, strengths and development needs connect with the Library’s future priorities.

Colleagues can use the Staff Learning and Development Hub to find links, resources and opportunities to support learning, professional development, digital skills, leadership, EDI and wellbeing.

Support and useful links

For process guidance, tools and templates, colleagues should use the central University Performing at Manchester page. For Library-specific learning and development support, colleagues should use the Staff Learning and Development Hub or speak to their manager.

Frequently asked questions

Is PDR still happening?

Yes. The University now uses Performing at Manchester as its approach to performance and development conversations. In the Library, this means regular, meaningful conversations throughout the year rather than relying only on one annual review meeting.

What should I use to prepare?

Use the Performing at Manchester guidance document to prepare for your conversation. It explains the purpose of the conversations and gives practical prompts to help you think about goals, progress, development and career aspirations.

Do I need to use the conversations template?

We encourage colleagues and managers to use the Performing at Manchester conversations template to structure and record conversations. It can be used flexibly to support a useful discussion and capture agreed goals, development actions and next steps.

When should conversations take place?

The Library annual cycle is: Quarter 1, September to November/December, to set clear goals; Quarter 2 and Quarter 3, December to May, for career and development conversations; and Quarter 4, June to August, to review, reflect and evaluate overall performance.

Can we adapt the conversations?

Yes. Colleagues and managers can follow the University guidance exactly or adapt the structure to suit individual, team or service needs. The aim is to have meaningful conversations that support goals, contribution, development and wellbeing.

How does this connect to Library priorities?

Conversations should help colleagues make connections between their own goals and development needs, team priorities, the Library’s Imagine2035 strategy and the University Strategy. This can help colleagues see how their work contributes to the Library and the University’s future direction.

Where can I find learning and development support?

The Performing at Manchester guidance document also contains Tools and Guidance links to support these areas of learning and development.