PDR Briefing

Performance and Development Review Scheme

A Snapshot

• Performance and Development Review or PDR is an evolution of UEL’s Staff Development & Review (SDR) scheme that has been in operation since 2003

• We have been seeking feedback and piloting various versions of the PDR scheme over the past two years

– We have rolled out an online version to c 90 senior staff at UEL from November 2014

– We have been engaged in discussions with the Joint Unions since July 2014

• PDR retains the valued self-reflective components of SDR and introduces:

– Individual objectives which can be stretching in terms of ambition, developing competence and capability

– An assessment of the key competencies in the job role, as a route to developing professional practice and personal development

– A process that can differentiate in terms of ‘overall performance’ so that we can proactively identify, manage and recognise the talents of all our staff

– An on-line platform that will encourage continuous dialogue

• Full roll-out will be focused initially on briefing, training and objective setting:

– All staff are required to have set objectives for 1 September 2015 to 31 August 2016 in the online system by 31 August 2015

Our Vision

Why have we introduced a new PDR process?

• PDR focuses on setting and evaluating clear individual objectives (both performance and development related) that will support the key objectives in our Corporate Plan 2015-2020.

To ensure a high standard of individual and collective

performance in order to support the achievement of our key

corporate objectives

• PDR will support continuous dialogue and the ongoing review of objectives and PDPs. This in turn will improve the quality of performance feedback and support the Reviewer/Revieweerelationship.

To encourage dialogue within the review cycle to ensure staff have dynamic Personal Development Plans and capture the range of achievements throughout the

year

• By using an online system we can support managers to deliver timely reviews to their staff and provide UEL with accurate management information, for example, to enable us to undertake meaningful equality and diversity monitoring.

To ensure staff receive the timely reviews that they deserve and

provide us with meaningful management information

• PDR will enable managers and staff to differentiate between levels of performance so areas of growth and development can be identified more easily.

To enable staff to utilise and develop their particular talents for the benefit of themselves

and UEL

• PDR will generate constructive feedback for both Reviewee and Reviewer, offering structured opportunities for self-reflection, enhancing CPD action planning and prioritisation of effort.

To ensure the PDR process has positive consequences

• By ensuring managers are encouraged and have the capability to gather performance evidence, to understand, grow and develop their staff.

To effectively support managers to manage and lead their team

Why have we introduced a new PDR process?

What we’ve changed as a result of feedback

• Re - introduction of the self reflective questions featured in the SDR process

• Modification of the ‘setting’ and ‘review’ of objectives (inclusion of stretch and partially met options)

• Adjustment of ‘Individual competencies’ and inclusion of an N/A option and comment sections

• Change to the sequence of the process and allowing the Reviewee to review after Counter-signer comments

• Replacing the term ‘unsatisfactory’ as a rating option for the individual qualities and overall performance assessment with the term ‘room for improvement’

• Setting aside resources for the development of Reviewers as managers and leaders

• Simplification of the on-line process and improving the clarity of on-line ‘digests’ or prompts

• Introduction of ‘focus of development’ section - removing the section that rated ‘potential’

PDR Lifecycle

(Transitional phase: 2015-2016)

1st June to 31st

August2015

Set forward objectives and complete PDP

for 1 September 2015 to 31 August

2016

January/February 2016

Interim review of the year to date

1st May to 31st July2016

2015/16 year end review plus

objectives/PDP setting for 2016/17

PDR Lifecycle

(Mainstreamed: 2016-2017)

1st May to 31st July2017

2016/17 year end review plus

objectives/PDP setting for 2017/18

1st May to 31st July 2016

Full year review over the past twelve months, objectives and PDP set for 1

September 2016 to 31st August 2017

January/February 2017

Interim review of the year to date

Excerpt from PDR online system

Excerpts from the PDR online system

Excerpts from the PDR online system

Excerpts from the PDR online system

Excerpts from the PDR online system

How are we supporting you and your team?

Briefings to SMTs in Schools and Services From mid May to mid June

PDR website launched with • The new PDR form• Guidance notes• Information on training and support• Key dates and the PDR lifecycle• PDR rationale• FAQs• The PDR policy *

Online now (launched 20 May)

* Still being discussed with Joint Unions

Regular In-Focus updates May and June

All staff roadshows May, June, July

Soft skill and system training available• Standard training session for Reviewees• Reviewers can choose from 2 sessions

May, June, July, August

HR Business Partner Drop In Sessions June

Next steps

• We need your full support and commitment to making this a success

• Look at the information and resources available the PDR webpages -http://www.uel.ac.uk/staff/pdr/

• Attend briefings in your school/service and have conversations with your line manager

• Book on to a training workshop – full details on the PDR webpages

• From 1 June everyone will have access to the online system

• Schedule Reviewer/Reviewee meetings for your team during June, July, August to set forward performance objectives and create a Personal Development Plan for 2015-16

• The process will be closely evaluated during its first year of operation

• We will continue to offer a range of support – including additional training if necessary - in the lead up to interim reviews and end of year reviews in 2016

• Evaluation during the first ‘transitional year’ to include focus groups and an on-line ‘pulse’ survey

• Ongoing dialogue with senior staff and Joint Unions

• Improvements to online system as they become available

• Assessment against IIP Silver/Gold benchmark (Oct 2015)

• Continued research to ensure we take into account external best practice

An ongoing process