PDR Training
Oxford Centre for Staff and Learning Development
Objectives
To identify your role in the PDR
To demonstrate a knowledge of the PDR process and guidelines
To identify ways to prepare for the PDR
WHAT IS PDR FOR AT BROOKES?
To support/develop our ability in the job
To identify obstacles & challenges
To offer motivation and encouragement
To record praise for achievements
To agree objectives
To agree a development plan for the coming year
AN OPPORTUNITY TO THINK & TALK ABOUT...
In the past year, what’s gone well?
What could have been better?
If you had the chance, what might you have done differently?
What implications might all this have for the coming year?
OBJECTIVES
University
Faculty / Directorate
Department
Team
Individual
WHO’S WHO?
The Reviewee is YOU, the person whose progress is being discussed
The Reviewer is, typically, your manager or team leader
Making the most of PDR . . .
Management ethos of coaching
style
Timelines
PDRApr - Jul
Interim PDR Nov - Jan
2 week PDR
1:1s
Team meetings
COMPLETING THE FORM. . .
Sections...
1. Personal reflection and assessment of the past year
2. Personal and professional development
3. Career development
4. Reviewer’s comments and recommendations
5. Objectives for the coming year
6. Development for the coming year
7. Date of interim review
8. Signatures
OBJECTIVES
University
Faculty / Directorate
Department
Team
Individual
SM
A
R
T
Specific
Measurable
Agreed
Realistic/relevant
Time-Bound
Career Development
http://www.brookes.ac.uk/services/ocsld/career-dev/index.html
Continuing Professional Development (CPD)
E-learning
ReadingResearch
Secondment
Coaching or being coached
Mentoring
External courses
Shadowing
Learning by doing
Feedback Thinking or Reflecting
WHAT OTHER DEVELOPMENT OPTIONS ARE THERE….?
MAKING THE MOST OF IT
IN YOUR GROUPS, CONSIDER:
PDR’s
What do I need to think about in my preparation?
WHAT DOESN’T WORK...
Lack of planning and reflection No agreed, measurable objectives No future development planning Lots of surprises for everyone! One-sided conversations No follow up from PDR Using the PDR as a substitute for good practice
throughout the year
WHAT WORKS...
Clearly understood purpose
Agreed time limits
No surprises, but a ‘round up’ of what’s gone before
Facts, not fiction (or hearsay)
Future focused
Reason for development
Agreement on what happens next