Written by Holly Hart, Organisation Development Consultant, Organisation Development
The aim of the on-going PDR process is to ensure we have regular, high quality conversations about how we are doing, our goals, and what development, support and advice we need to achieve our goals and objectives.
The formal PDR meeting is an opportunity to have a conversation reflecting on the past year, and recognising our achievements, challenges, development and progress. Based on our reflections on the past year, it’s also the time to make plans for the year ahead, and to set our objectives. Considering how we are performing will help us to identify the best way to approach our personal and professional development over the next year and beyond.
The aim is to have a constructive and motivating conversation which creates clarity about our performance and our objectives.
The outcomes from the conversation are documented on a PDR form, which is used to capture the discussion between the ourselves and the reviewer. To help faculties make sure that each of us has access to the right types of support and development as well as to inform decisions around reward and recognition, PDR forms are made available to line management.
In addition to the annual PDR conversation, we are all encouraged to meet with our reviewers regularly throughout the year. These informal meetings are an opportunity to have open, honest and constructive conversations about performance, development and support. This will help to ensure that there are no surprises at the annual formal PDR meeting, and will also ensure that we are getting the support and advice that we need throughout the year.
There are a number of resources available to support our preparation for the PDR meeting, including the PDR Support webpage which has a short video on preparing for your PDR. Our Principles in Action also gives us a framework to think of our own development, and there are a number of tools to help us consider our development on the internal webpages.