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Personal Development and Review (PDR)

In This Section

Text from the page of a book with the word "steps" circled and set apart.

What is a PDr and how often should i have one?

Once a member of staff has passed their probationary period, they are expected to have a Performance Development Review (PDR) once every 12 months with their line manager. 

PDR prompts reviewer and reviewee to:

  • reflect on what has been achieved since the last PDR
  • plan ahead over a longer time period, taking into account the group, department or faculty priorities
  • identify learning and development needs and solutions
  • discuss any career aspirations that the reviewee wants to share
  • consider any other work related issues that need to be addressed (such as barriers to achievement, resources, buildings, working relationships or suggestions for process or system changes)
  • follow up with regular one to one conversations during the year

Why have a pdr?

85% of staff who have had a PDR in the last year found it useful. Having a PDR offers staff the opportunity to make long-term plans for their career and development, find suitable training/development opportunities to support those plans and discuss any work-related issues with their line manager. It is an opportunity to work through issues, gain feedback and set goals for the upcoming year.