Monthly Archives: March 2016

This is a critical question that the PDR Review is addressing. It seems that the purpose of the PDR means different things to different people which inevitably leads to different expectations and levels of engagement with the process.

The review groups are discussing the following as the proposed purpose.

A process that:

• Translates and aligns individual and team objectives to the University’s strategic goals,
• acts as an enabling and motivational process throughout the employee lifecycle,
• enables two way communication, i.e. ‘top – down’ cascading of objectives and ‘bottom – up’ feedback of outcomes (i.e. enables ideas, issues and concerns and development needs to be fed-back to the appropriate level,
• integrates probation,
• facilitates continual performance management and development planning by incorporating ongoing 1:1 discussions and an interim update.

Let us know your ideas…..

As the University works to address the strategic objectives outlined in the 2020 strategy and the resulting People Strategy, it is timely to reconsider the PDR process and ensure it provides the optimum means of supporting our workforce and our wider aim of organisational excellence.

In parallel, the effectiveness of the (PDR) process was identified as a key issue within the 2014 staff survey and was further explored via a number of focus group discussions.

This blog will follow the progress of this project and allow you to have an input into the future of PDR.

For more details on the project outline and plans please see the web site.