Personal Development Reviews - Revision history

Rebekah Hook: /* Procedure */

2026-07-15T14:58:40Z

Procedure

← Older revision		Revision as of 14:58, 15 July 2026
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	* '''At the meeting:'''		* '''At the meeting:'''
	** you will discuss the questions below with your manager and agree on the objectives. This is a two-way conversation.		** you will discuss the questions below with your manager and agree on the objectives. This is a two-way conversation.
	*'''After the meeting,''' your line manager ~~will~~:		*'''After the meeting,''' you should:
	** add their ~~feedback~~.		**write up yourself what was discussed in answer to the questions
			**send your completed form to your line manager
			*'''After receiving your completed form,''' your line manager should:
			** add their comments.
	** upload this document to your staff record.		** upload this document to your staff record.
			*** ''N.B. any confidential welfare matters discussed during the PDR can be simply acknowledged with a statement saying that 'confidential welfare matters were discussed', and it is the line manager's responsibility to ensure this is followed up appropriately.''
	** follow up on any agreed actions with you		** follow up on any agreed actions with you
	== Objectives and questions ==		== Objectives and questions ==

Rebekah Hook at 15:08, 14 July 2026

2026-07-14T15:08:31Z

← Older revision		Revision as of 15:08, 14 July 2026
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	* identify what you want to develop		* identify what you want to develop
	* agree support with your manager.		* agree support with your manager.
	These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings. They are not a performance management tool.		These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.

			They are not a performance management tool.

	== Procedure ==		== Procedure ==

Rebekah Hook: updated in line with new PDR template (July 2026)

2026-07-14T14:43:21Z

updated in line with new PDR template (July 2026)

← Older revision		Revision as of 14:43, 14 July 2026
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	PDRs take place every 6 months. At each review meeting the date for the next one is set (in 6 months, unless a shorter time is agreed to be helpful).		PDRs take place every 6 months. At each review meeting the date for the next one is set (in 6 months, unless a shorter time is agreed to be helpful).

	* '''Before the meeting''', you ~~will~~:		* '''Before the meeting''', you should:
	** spend some time reflecting on the questions asked and on how you feel you are doing in your role.		** spend some time reflecting on the questions asked and on how you feel you are doing in your role.
	** complete the sections in advance, so that the conversation can focus on what matters to you.		** complete the sections in advance, so that the conversation can focus on what matters to you.
	** reflect on whether and how you have achieved your objectives set in your last review.		** reflect on whether and how you have achieved your objectives set in your last review.
	** think about how you would like to develop over the next six months.		** think about how you would like to develop over the next six months.
	* '''Before the meeting''', the line manager ~~will~~:		* '''Before the meeting''', the line manager should:
	** review the objectives set at the last meeting.		** review the objectives set at the last meeting.
	** ~~check~~ the staff ~~database to find out whether the~~ member ~~of staff is up to date with any training~~.		** reflect on things from the past six months that should be celebrated.
			** consider what kind of learning opportunities could be helpful or relevant for their staff member.
	* '''At the meeting:'''		* '''At the meeting:'''
	** you will discuss the questions below with your manager and agree on the objectives.		** you will discuss the questions below with your manager and agree on the objectives. This is a two-way conversation.
	*'''After the meeting,''' your line manager will:		*'''After the meeting,''' your line manager will:
	** add their feedback.		** add their feedback.
	** upload this document to your staff record.		** upload this document to your staff record.
	** follow up on any agreed actions with you		** follow up on any agreed actions with you
	* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.
	== Objectives and questions ==		== Objectives and questions ==
			1 Looking Back

	*		* What are you most proud of from this period?
			* What has been challenging, and how have you navigated it?
			* Is there anything from this period that is still affecting you or that you'd like support with?

			2 Wellbeing and Support

			* How are you doing, generally? How have you been feeling about work?
			* Is there anything Handcrafted or your line manager can do to better support you?

			3 Role and Development

			* Which areas of your role do you feel most confident in right now?
			* Which areas would you like to develop or feel more confident in?

			4 Learning

			* What learning have you engaged in this period?
			* What has it changed or strengthened in your practice?
			* Is there any training or learning you’d like to pursue in the next six months?

			5 Focus for the Next Period

			* You will set 3 objectives or focus areas. And share how you will know if you're making progress.

			6 & 7

			Finally, there is time to share any other thoughts, ideas, hopes or things that didn't easily fit into the above questions. And a space for your manager to capture their observations from the last 6 months and any commitments made or actions to follow up.

Rebekah Hook at 12:47, 14 July 2026

2026-07-14T12:47:07Z

← Older revision		Revision as of 12:47, 14 July 2026
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	== Purpose ==		== Purpose ==

	The purpose of the ~~review system~~ is to ~~enable~~ you to		The purpose of the Personal Development Review (PDR) is to provide a space for you to:

	* reflect on ~~and develop in~~ your role		* reflect on your role
	* ~~contribute as~~ well ~~as possible to the overall Strategic Vision of Handcrafted~~		* share what’s going well
	* ~~work in a way that promotes the Values of Handcrafted~~		* identify what you want to develop
	* ~~ensure you are up to date~~ with ~~all of~~ your ~~training~~.		* agree support with your manager.
			These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings. They are not a performance management tool.

	~~These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.~~
	== Procedure ==		== Procedure ==

	~~Development Reviews will~~ take place every 6~~-12~~ months, ~~focused on~~ a ~~small number of objectives relevant~~ to ~~the individual at that time~~.		PDRs take place every 6 months. At each review meeting the date for the next one is set (in 6 months, unless a shorter time is agreed to be helpful).

	~~The timetable for these reviews will be:~~		* '''Before the meeting''', you will:
			** spend some time reflecting on the questions asked and on how you feel you are doing in your role.
	* At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).		** complete the sections in advance, so that the conversation can focus on what matters to you.
	* '''Before the meeting''', you will ~~reflect~~ on (and ~~may choose~~ to ~~bring notes to the review):~~		** reflect on whether and how you have achieved your objectives set in your last review.
	** whether and how you have achieved your objectives set in your last review~~, (not possible in the first meeting)~~		** think about how you would like to develop over the next six months.
	** ~~some brief general comments on anything else that has gone well and anything else that could be improved~~		* '''Before the meeting''', the line manager will:
	** proposed objectives for your development for the next ~~6-12~~ months.		** review the objectives set at the last meeting.
	* '''Before the meeting''', the line manager ~~should~~		** check the staff database to find out whether the member of staff is up to date with any training.
	** review the objectives set at the last meeting		* '''At the meeting:'''
	** check the staff database to find out whether the member of staff is up to date with training.		** you will discuss the questions below with your manager and agree on the objectives.
	* '''At the meeting''', you will discuss the questions below with your manager and agree on the objectives.		*'''After the meeting,''' your line manager will:
	* ~~You will complete the review in~~ the meeting, ~~or within the same working week~~. ~~The review is~~ agreed ~~upon and signed by both~~ you ~~and your manager.~~		** add their feedback.
			** upload this document to your staff record.
			** follow up on any agreed actions with you
	* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.		* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.
	== Objectives and questions ==		== Objectives and questions ==

	~~Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:~~		*

	* ~~one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)~~
	* one objective is based on their contribution to the objectives of the strategic plan
	* one objective is based on their role within a hub or team.

	~~Other questions to consider, which may help you choose your objectives:~~

	* What’s gone well?
	* What could be improved?
	* Is there anything at work you’d like to be more involved in?
	* Is there anybody in the organisation you’d like to learn from?
	* Is there any other training you would like to do?

Seymour Jacklin: /* Personal Development Reviews */

2024-12-17T12:10:16Z

Personal Development Reviews

← Older revision		Revision as of 12:10, 17 December 2024
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	~~= Personal Development Reviews =~~

	~~<span id="purpose"></span>~~
	== Purpose ==		== Purpose ==

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	These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.		These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.

	~~<span id="procedure"></span>~~
	== Procedure ==		== Procedure ==

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	* You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.		* You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.
	* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.		* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.

	~~<span id="objectives-and-questions"></span>~~
	== Objectives and questions ==		== Objectives and questions ==

Seymour Jacklin at 12:09, 17 December 2024

2024-12-17T12:09:46Z

← Older revision		Revision as of 12:09, 17 December 2024
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	=== Purpose ===		= Personal Development Reviews =

			<span id="purpose"></span>
			== Purpose ==

	The purpose of the review system is to enable you to		The purpose of the review system is to enable you to

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	These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.		These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.

	=== Procedure ===		<span id="procedure"></span>
			== Procedure ==

	Development Reviews will take place every 6-12 months, focused on a small number of objectives relevant to the individual at that time.		Development Reviews will take place every 6-12 months, focused on a small number of objectives relevant to the individual at that time.

	The timetable for these reviews will be:		The timetable for these reviews will be:

	* At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).		* At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).
	* Before the meeting, you will reflect on (and may choose to bring notes to the review):		* '''Before the meeting''', you will reflect on (and may choose to bring notes to the review):
	** whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)		** whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)
	** some brief general comments on anything else that has gone well and anything else that could be improved		** some brief general comments on anything else that has gone well and anything else that could be improved
	** proposed objectives for your development for the next 6-12 months.		** proposed objectives for your development for the next 6-12 months.
			* '''Before the meeting''', the line manager should
			** review the objectives set at the last meeting
			** check the staff database to find out whether the member of staff is up to date with training.
			* '''At the meeting''', you will discuss the questions below with your manager and agree on the objectives.
			* You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.
			* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.

	~~Before the meeting, the line manager should~~		<span id="objectives-and-questions"></span>
			== Objectives and questions ==
	* review the objectives ~~set at the last meeting~~
	* check the staff database to find out whether the member of staff is up to date with training.

	~~At the meeting, you will discuss the~~ questions ~~below with your manager and agree on the objectives.~~

	~~You will complete the review in the meeting, or within the same working week. The review is agreed upon~~ and ~~signed by both you and your manager.~~

	~~These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.~~

	~~=== Objectives and questions ===~~
	Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:		Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:

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	* one objective is based on their role within a hub or team.		* one objective is based on their role within a hub or team.

	Other questions to consider, which may help you choose your objectives:		Other questions to consider, which may help you choose your objectives:

	* What’s gone well?		* What’s gone well?

Seymour Jacklin at 16:36, 6 December 2024

2024-12-06T16:36:40Z

← Older revision		Revision as of 16:36, 6 December 2024
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	The timetable for these reviews will be:		The timetable for these reviews will be:

	● At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).		* At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).
			* Before the meeting, you will reflect on (and may choose to bring notes to the review):
			** whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)
			** some brief general comments on anything else that has gone well and anything else that could be improved
			** proposed objectives for your development for the next 6-12 months.

	● Before the meeting, ~~you will reflect on (and may choose to bring notes to~~ the ~~review):~~		Before the meeting, the line manager should

	~~○ whether and how you have achieved your~~ objectives set ~~in your~~ last ~~review, (not possible in~~ the ~~first meeting)~~		* review the objectives set at the last meeting
			* check the staff database to find out whether the member of staff is up to date with training.

	~~○ some brief general comments~~ on ~~anything else that has gone well and anything else that could be improved~~		At the meeting, you will discuss the questions below with your manager and agree on the objectives.

	~~○ proposed objectives for~~ your ~~development for the next 6-12 months~~.		You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.

	~~● Before the meeting, the line manager should~~		These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.

	~~○ review the objectives set at the last meeting~~

	~~○ check the staff database to find out whether the member of staff is up to date with training.~~

	~~● At the meeting, you will discuss the questions below with your manager and agree on the objectives.~~

	~~● You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.~~

	● These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.

	~~Objectives and questions~~

			=== Objectives and questions ===
	Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:		Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:

	● one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)		* one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)
			* one objective is based on their contribution to the objectives of the strategic plan
	● one objective is based on their contribution to the objectives of the strategic plan		* one objective is based on their role within a hub or team.

	● one objective is based on their role within a hub or team.

	Other questions to consider, which may help you choose your objectives:		Other questions to consider, which may help you choose your objectives:

	● What’s gone well?		* What’s gone well?
			* What could be improved?
	● What could be improved?		* Is there anything at work you’d like to be more involved in?
			* Is there anybody in the organisation you’d like to learn from?
	● Is there anything at work you’d like to be more involved in?		* Is there any other training you would like to do?

	● Is there anybody in the organisation you’d like to learn from?

	● Is there any other training you would like to do?

Seymour Jacklin: Created page with "=== Purpose === The purpose of the review system is to enable you to * reflect on and develop in your role * contribute as well as possible to the overall Strategic Vision of Handcrafted * work in a way that promotes the Values of Handcrafted * ensure you are up to date with all of your training. These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings. === Procedure === Development Reviews will take place every 6-12 months, focused on a sma..."

2024-12-06T16:33:25Z

Created page with "=== Purpose === The purpose of the review system is to enable you to * reflect on and develop in your role * contribute as well as possible to the overall Strategic Vision of Handcrafted * work in a way that promotes the Values of Handcrafted * ensure you are up to date with all of your training. These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings. === Procedure === Development Reviews will take place every 6-12 months, focused on a sma..."

New page

=== Purpose ===
The purpose of the review system is to enable you to

* reflect on and develop in your role
* contribute as well as possible to the overall Strategic Vision of Handcrafted
* work in a way that promotes the Values of Handcrafted
* ensure you are up to date with all of your training.

These reviews do not replace 1-1s but should be referred to and inform 1-1 meetings.

=== Procedure ===
Development Reviews will take place every 6-12 months, focused on a small number of objectives relevant to the individual at that time.

The timetable for these reviews will be:

● At each review meeting the date for the next one is set (in 6-12 months, unless a shorter time is agreed to be helpful).

● Before the meeting, you will reflect on (and may choose to bring notes to the review):

○ whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)

○ some brief general comments on anything else that has gone well and anything else that could be improved

○ proposed objectives for your development for the next 6-12 months.

● Before the meeting, the line manager should

○ review the objectives set at the last meeting

○ check the staff database to find out whether the member of staff is up to date with training.

● At the meeting, you will discuss the questions below with your manager and agree on the objectives.

● You will complete the review in the meeting, or within the same working week. The review is agreed upon and signed by both you and your manager.

● These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.

Objectives and questions

Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:

● one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)

● one objective is based on their contribution to the objectives of the strategic plan

● one objective is based on their role within a hub or team.

Other questions to consider, which may help you choose your objectives:

● What’s gone well?

● What could be improved?

● Is there anything at work you’d like to be more involved in?

● Is there anybody in the organisation you’d like to learn from?

● Is there any other training you would like to do?