OCSLD PDR reviewee session

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  • 1. PDR Training Oxford Centre for Staff and Learning Development

2. 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 3. 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 4. AN OPPORTUNITY TO THINK & TALK ABOUT... In the past year, whats 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? 5. OBJECTIVES University Faculty / Directorate Department Team Individual 6. WHOS WHO? The Reviewee is YOU, the person whose progress is being discussed The Reviewer is, typically, your manager or team leader 7. Making the most of PDR . . . Management ethos of coaching style Timelines PDR Apr - Jul Interim PDR Nov - Jan 2 week PDR 1:1s Team meetings 8. COMPLETING THE FORM. . . Sections... 1. Personal reflection and assessment of the past year 2. Personal and professional development 3. Career development 4. Reviewers comments and recommendations 5. Objectives for the coming year 6. Development for the coming year 7. Date of interim review 8. Signatures 9. OBJECTIVES University Faculty / Directorate Department Team Individual 10. S M A R T Specific Measurable Agreed Realistic/relevant Time-Bound 11. Career Development http://www.brookes.ac.uk/services/ocsld/career-dev/index.html 12. Continuing Professional Development (CPD) E-learning Reading Research Secondment Coaching or being coached Mentoring External courses Shadowing Learning by doing Feedback Thinking or Reflecting WHAT OTHER DEVELOPMENT OPTIONS ARE THERE.? 13. MAKING THE MOST OF IT 14. IN YOUR GROUPS, CONSIDER: PDRs What do I need to think about in my preparation? 15. WHAT DOESNT 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 16. WHAT WORKS... Clearly understood purpose Agreed time limits No surprises, but a round up of whats gone before Facts, not fiction (or hearsay) Future focused Reason for development Agreement on what happens next