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…..