Making PDR Work in your Department

Setting up and running a Personal Development Review (PDR) scheme in your department is crucial for staff development, the responsibility often falls on the Head of Department or Faculty Board Chair.

This guide, aimed at Department Administrators and HR Officers and Managers, provides an overview of key steps. Before starting, ensure familiarity with the University’s PDR principles, adhere to agreed Personnel Committee principles, and understand the PDR process by exploring the essentials page and reviewing a sample form.

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Promoting the value of PDR is essential. Not everyone may initially embrace the idea, so seeking support from senior colleagues is vital.

Highlighting the scheme's alignment with strategic initiatives like Athena SWAN, the Race Equality Charter, or the Research Staff Concordat can bolster buy-in.

Collaborate with senior colleagues to determine the reviewing structure, addressing challenges such as managing reviews for staff with many direct reports.

Given that PDR forms contain personal and potentially sensitive information, maintaining confidentiality is paramount.

Only specific individuals, including the reviewee, reviewer, reviewer's reviewer, Head of Department/Faculty Board Chair, Department Administrator, and local HR Officer or Manager, should have access.

Clearly specify each group's need to access the forms.

Prepare reviewers by developing a group of PDR champions who can offer support. Familiarise reviewers with the purpose, value, process, paperwork, timescales, and tracking methods of the scheme. Gather reviewers before the launch to ensure they understand the scheme's significance, its alignment with department/faculty plans, and the strategic context.

Encourage reviewees to make the most of their PDR conversation. Develop PDR champions to guide them and direct them to resources and skills guides for PDR.

Ensure a robust system for tracking completion rates. This is vital to confirm that PDR, being an entitlement, is accessible to all interested parties. Completion rates also reflect the commitment to staff development and contribute to initiatives like Athena SWAN.

Evaluate both completion rates and the quality of outcomes. Ask reviewers to summarise themes emerging from PDR cycles, providing insights into department/faculty wellbeing and identifying potential issues requiring attention. Leverage these summaries to foster continuous improvement and address concerns effectively.

For further assistance or discussions, consult your POD contact, HR Business Partner, or explore available resources and skills guides.

Related links

Navigate the PDR section