PDR Reviewee Guide
Professional Services
Getting the most out of your PDR
Staff Learning & Development
What are PDRs?
The purpose of PDRs
A PDR is a Performance and Development Review that takes place
to provide an annual point of reference. It formally records your,
and your line manager’s, reflections on what’s happened in the
previous 12 months and what is planned to happen in the next 12
months.
Review
Your PDR provides a chance for you to
reflect and learn from your experiences
and think about how you can put your
learning into practice.
The review element of a PDR means that you will be given the
opportunity to have a constructive discussion about both your
performance and development with your line manager. This is
usually set against an agenda that you and your line manager will
have agreed beforehand.
To plan ahead
Performance
To reflect and learn
Your PDR is a valuable chance to stop and
think about the coming year – identify
coming changes, possible pressure points
and opportunities. It is also a chance to
examine the spread of work and things
you will need to do differently, or
perhaps learn about.
To start the regular review cycle
Your PDR is a starting point for the year –
it is only as good as the information you
and your manager agree to put into it.
You need to have regular reviews to
check this information, update it,
evaluate your progress and employ the
learning you have identified. This will also
save you time when you come to the
next PDR milestone.
To keep a formal record
Your PDR is an important, formal record
of achievement, successes, problems and
solutions that can provide valuable
insights and evidence of activity.
Staff
Learning & Development

ENIM IRIURE ACCUMSAN EPULAE.

MOLIOR VICIS FEUGIAT.
The review of your Performance is a chance to discuss the work
you have done, what you plan to do and responsibilities you have
fulfilled and may plan to undertake in the future.
Development
The review of your Development is about the training courses,
professional development, 1-1 support and other learning you may
have undertaken what you might be planning to undertake in the
next year. Your development will also include a self evaluation
against the University’s competencies. If you are a manager you
should also consider the University’s management standards.
Why are PDRs so important?
There are precious few moments in our busy lives when we can
take time out just to reflect and plan. Your PDR is an important
opportunity for you and your line manager to do just that.
How to use the forms
How to be a good
reviewee:
Taking Stock (Part A)
Task Objectives and Personal Development Objectives:
Do not be passive, be active. You only get
out of your PDR what you put into it. This
is about you so take the lead and do not
expect it all to come from your reviewer.
If you are uncertain about elements of
the PDR or form speak to your reviewer.
Talking about it may make it a more
comfortable experience.
Should review the objectives set in your last PDR. Some
objectives may still carry over
Review what worked/what did not work
Include items that came up since and that were not included in
the previous PDR
Personal Effectiveness (Part B)
Competencies:
Ask for more information if you feel that
the feedback provided is insufficient.
Both the reviewer and reviewee should
take notes and then agree the outcomes.
It should last no longer that 1.5 hours.
You do not need to fill in all the boxes
Highlight areas you are good at or those you need
development/support
It is a joint decision by reviewer/reviewee whether development
needed box is checked
There should be no surprises. Any issues should have been raised
with you previously
You can be performing at a higher level than you current roles
demands. Take into account project work which may require a
higher level in a particular competency
Planning Ahead (Part C)
Task Objectives:
Should be used to set work priorities including your day to day
work
Should cover the majority of your priorities in your role
There should be no surprises. You should have been made aware
of any new objectives that may come up
Personal Development Objectives:
Does not have to be filled out. Development may not be
necessary in all cases
Chance to investigate what development you may want to
undertake and to put your case forward to your line manager
Staff Learning & Development
Training to help you
PDR Reviewee Session
Worried about your PDR? Can't see the point? Not sure
about the paperwork? Then come along to our short session
aimed at helping reviewees get the most out of their PDRs.
PDR Reviewer Briefing
(Essential for PS PDR Reviewers who have not previously
not been trained)
A seminar-style session about the new competencies, PDR
process and getting the best out of PDRs.
PDR Reviewer Skills Session
This is an interactive workshop to help reviewers get the
most out of PDRs by adopting a coaching style.
Staff Learning and Development
Email: [email protected]
Phone: 01392 724515 (or ext 4515)
Website: http://www.exeter.ac.uk/staff/development/pdr/