How to have an effective PDR

Make sure you and your colleagues understand the Strategic Objectives for the University and Department.

Write down the answers to these questions, use as a reminder during the conversation.

1. What is the over-riding message you want your colleague to take from the conversation? Ie: ‘I’m doing really well’; ‘I need to pull my socks up’; I feel supported even though things are tough’?
2. Is there anything that ‘must be said’ – note that conversations about under-performance should be held as soon as possible, don’t wait for PDR!
3. What are the main areas your colleague needs to focus on over the coming year – e.g. a new project, improving some aspect of their work, supporting students?

Begin with some general chat to help you both relax, choose somewhere private to talk. Allow enough time – avoid having to start with ‘I’ve only got 30 minutes…’

• Invite your colleague to share what they would like to discuss.
• Encourage them to lead the conversation if they are confident.
• Be prepared to support coach and challenge.

REFLECT: What have been the high and low points for you in the last year?

UNDERSTAND AND LEARN: What have you learned from that? How and when do you think you do your best work?

FOCUS ON THE FUTURE: Thinking forward, how can you, in your role, maximise your contribution to our ‘strategic objectives ‘?

Your colleague may need time to think through the conversation before setting some challenging expectations for the coming year. That’s fine.

In the second part of the PDR, focus on their development. If your colleague does not have immediate thoughts, use this structure for the discussion.

• The world of work and Higher Education is changing fast, how do you think that will impact your role or career?
• What options would you like to give yourself?
• What do you need to do for those options to become a reality?

Remember that most learning does not come from going on a course!

Invite your colleague to summarise what they have taken from the meeting, and add any points you think they have missed. Agree if any follow up is needed.

Make sure you understand the Strategic Objectives for the University and Department.

Write down the answers to these questions, use as a reminder during the conversation.

1. What is the over-riding message you want your colleague to take from the conversation? Ie: ‘I’m doing really well’; ‘I need to pull my socks up’; I feel supported even though things are tough’?
2. Is there anything that ‘must be said’ – note that conversations about under-performance should be held as soon as possible, don’t wait for PDR!
3. What are the main areas your colleague needs to focus on over the coming year – e.g. a new project, improving some aspect of their work, supporting students?