PDR Essentials

PDR (Personal Development Review) is an annual conversation (or as agreed) between a reviewer and a reviewee to reflect on achievements, plan for the future, address learning needs, discuss career aspirations, and tackle work-related issues.

All support and academic-related staff have yearly PDRs, while those in probation or the Initial Period of Office follow distinct review processes. PDR involves a reviewer (e.g., Head of Department) and a reviewee (typically from the same group, team, department, or faculty).

FAQs

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Before the Meeting:

  • Meetings arranged at least two weeks beforehand.
  • Reviewer invites the reviewee and asks them to complete a meeting preparation form.
  • Reviewee sends the draft agenda to the reviewer at least a week before the meeting.
  • Reviewer suggests amendments to avoid surprises during the meeting.

During and After the Meeting:

  • Both parties take notes during the meeting.
  • Reviewee writes up agreed objectives and sends them to the reviewer for approval.
  • Both parties agree on meeting outcomes, used in subsequent one-to-one meetings.
  • In some departments, the reviewer’s reviewer may sign off on outcomes.

 

For Individuals

For Reviewers

For the University

Understand expectations and receive feedback.

Increase motivation and job satisfaction for staff.

Enhance communication of strategic and personal objectives.

Have protected time for discussions and goal recognition.

Recognise achievements and understand individuals' interests and aspirations.

Maximize the impact of training and development.

Contribute to the University’s plans and discuss career aspirations.

Incorporate staff ideas into department/faculty planning.

Promote learning from colleagues.

 

PDR aligns with the University’s commitment to Equality and Diversity by providing staff with protected time for personal and career development. It plays a significant role in encouraging staff to reach their full potential.

Regular catch-up conversations between managers/supervisors and their staff ensure the continued progress of PDR outcomes. These conversations help check task progress, problem-solve, adjust objectives, and provide coaching and development opportunities.

In summary

while PDRs may seem overwhelming, thinking of them as a "big" one-to-one conversation can simplify the process.

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