Approved by Personnel Committee October 2019.
A key component of the University’s success is our collective willingness to support every member of University staff in achieving both their work goals and their potential. A regular conversation in which each member of the University can, as appropriate to their staff group, grade and work environment, reflect on their successes, ask for and hear constructive feedback, agree appropriate personal and work related goals and any development needs associated with them, and discuss their career aspirations, is vital to creating a culture in which all our people feel that they are valued.
We expect that:
Professional and support staff not in their probationary period have an annual Personal Development Review (PDR) conversation with their line manager or nominee (e.g. their day to day supervisor), supported by regular one-to-one meetings throughout the year. For staff on fixed-term contracts a different pattern may be more appropriate depending on the length of the contract.
Research staff have regular Career Development Review (CDR) conversations following guidelines to be agreed by the Research Staff Steering Group.
Academic staff who have been reappointed to retirement will be offered the opportunity to have a conversation with an appropriate colleague on an agreed regular basis to reflect on and seek support and guidance on their career goals.
 Professional and support staff in their probationary period are covered by the probation procedures.
 Academic staff in their initial period of office are covered by the IPO procedures.
Approved by Personnel Committee October 2019
All departments/faculties are expected to have in place a scheme for Personal and Professional Development Review (PDR) for their professional and support staff based on the overarching statement and the principles below. Each department/faculty is free to set up its own scheme or schemes relevant to its own staff but these principles should underlie all schemes.
1. All staff are entitled to participate in a productive personal and professional development conversation at least once a year.
2. Regular in-year reviews, at least monthly, in the form of one-to-ones with the line manager or another senior colleague, should be held.
3. All staff who undertake this reviewer role should be equipped with the skills, knowledge and understanding sufficient to do this effectively and with confidence (see POD resources for reviewers).
4. The purpose of PDR is to ensure that staff know how well they are performing, and are supported and developed so that they are effective in their current role. However, PDR is not just about tasks and targets.
5. The annual PDR discussion, facilitated by the reviewer, will include these components:
6. The process will be focussed and streamlined.
7. During PDR, the principle of ‘no surprises’ should be followed.
8. There will be no direct link between the review process and probation, salary, promotion, or discipline, for which separate procedures exist.
See POD’s PDR essentials for further guidance.
Reviewers are responsible for (see POD’s PDR Reviewer role resource):
Reviewees are responsible for (see POD’s Reviewees resources):
Heads of Department/Faculty Board Chairs are responsible (through the head of administration and finance/departmental administrator where relevant) for monitoring and improving the effectiveness of their schemes, for ensuring that every member of professional and support staff has the opportunity to participate in an effective PDR process, and for ensuring that reviewers fulfil their responsibilities effectively. It is the responsibility of the department or unit head to ensure that those who manage staff are able to carry out the PDR process effectively for their reviewees and are doing so.
HR Business Partners in University HR will support departments in the implementation and updating of PDR schemes and in the monitoring of compliance with these principles through the HR Policy Team’s annual HR Audit (see POD’s Making PDR work in your department resources).
The Professional Development team in POD will support the development of skills needed by reviewers to carry out PDR successfully (see the POD website).
 For staff on fixed-term contracts a different pattern may be more appropriate depending on the length of the contract. Guidance on support for staff coming to the end of a fixed-term contract is available.
PDR sample form (Word)
Personal learning and development plan (Word)