Your Performance and Development Review (PDR) should give you the time and space to help you:
- Reflect on the last year, what you have achieved and how you have achieved things
- Think about your objectives and aspirations for the year ahead
- Explore opportunities to develop yourself further
We would hope that your PDR conversation builds on those you have had regularly, where you have discussed your objectives and how your working life is going; recognising what is going well and where things can be improved.
We have made some changes to the PDR paperwork this year as a result of your feedback. I hope these changes will make the process simpler and support meaningful conversations with your reviewer, to help you enjoy and do your job to the best of your ability.
Your PDR should take place between 1 April and 30 September and you should allow plenty of time for a good, quality conversation, so please make sure you speak to your manager/reviewer about getting your PDR booked in as soon as possible.
Your PDR should be completed between 1 April and 30 September as part of the Business Planning Cycle and should be logged on ESR once completed. Instructions on how to do this can be found on the related pages section.
It is also important to ensure that the electronic team training needs form, which influences what training will be provided the following year, is completed by the end of September and returned to firstname.lastname@example.org
Your PDR reviewer will be trained to undertake PDRs and have the authority to do so. Your line manager may delegate this responsibility to someone else who has a good understanding of your role. This is because the Trust aims to give all staff the best possible PDR experience. Best practice indicates that one reviewer should complete up to 10 reviews effectively. Any more than this, and it could impact on the quality of your PDR so if you are part of a large team one of your supervisors may undertake your PDR with you.
It is recommended all new members of a team have a PDR discussion within one month of coming into post and have agreed objectives within three months. Where the move is as a result of a transfer, it is recommended that a handover takes place between incoming and outgoing managers to ensure that the staff member still has an individual, meaningful review.
- How to record PDRs on ESR
- My PDR (PDR paperwork word version)
- Reviewees guide
- Reviewers guide
- Appendix 1 - What your maximising potential colour means
- Appendix 2 - Putting your maximising potential colour into practice
- Appendix 3 - National Physical and Healthcare Competencies
- Appendix 4 - six month review
- Training needs form