Performance & Development Reviews
The PDR cycle ensures that each and every individual is able to perform to the best of their abilities and fulfil their professional aims and ambitions through ongoing conversations, and goal setting with a focus on career and development with a fundamental focus on connecting with people and having high-quality conversations.
Watch Professor Allan Pacey, Deputy Dean of Faculty of Biology, Medicine and Health, discussing the importance of people focused conversations.
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.
- Being effective and enjoying work is often to do with how we do the job as well as what we do, so PDR looks at our behaviours just as much as the tasks we are doing and the results we are trying to achieve
Key features
- All colleagues should take part in PDR conversations.
- All reviewers will receive regular support, training and best practice updates.
- Reviewees and reviewers have an equal part to play in preparing for and participating in PDR.
- Every review conversation includes goal setting, development needs, career aspirations and scope for progression.
PDR should not cover personal or sensitive topics – it’s a role focussed conversation. Personal and sensitive matters are too important to wait for PDR and should be discussed as a matter of urgency as soon as they arise.
