Making the most of your PDR - reviewee (PDF) Career conversations for individuals (PDF)
These FAQs have been written chiefly with professional services staff and researchers in mind. Academic staff may find some useful ideas here, and general guidelines for academic staff may be found on the PDR principles page.
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Ideally, you lead the PDR discussion, with a 60/40 or 50/50 split. However, preferences vary.
Understand potential reasons like time or budget constraints. Explore alternative learning activities.
Absolutely. Even in repetitive roles, PDR helps identify improvements and discuss job aspects.
No, PDR is not the place for performance problems. Focus on summarising achievements and future development needs.
Generally, your line manager ensures PDR, but more managers can be involved. Seek feedback and discuss objectives.
Objectives are jointly agreed upon. Propose suggestions, consider team goals, and finalise during the PDR.
Agree on new objectives in regular one-to-one meetings. Keep PDR objectives aligned for continuous relevance.
Check your department’s policy. Even if hesitant, PDR provides structured discussions about your work.
Career discussions during PDR are optional. Your aspirations, whether for promotion or retirement, are diverse.
Seek help for unwelcome topics, making messages constructive. Resources are available for effective communication.
