Personal Development Reviews: Difference between revisions

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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 should:
** 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.
** 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.
* '''Before the meeting''', the line manager should:
** review the objectives set at the last meeting.
** 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:'''
** you will discuss the questions below with your manager and agree on the objectives. This is a two-way conversation.
*'''After the meeting,''' you should:
**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.
*** ''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
== Objectives and questions ==
1 Looking Back


* 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).
* What are you most proud of from this period?
* '''Before the meeting''', you will reflect on (and may choose to bring notes to the review):
* What has been challenging, and how have you navigated it?
** whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)
* Is there anything from this period that is still affecting you or that you'd like support with?
** 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.
2 Wellbeing and Support
* '''Before the meeting''', the line manager should
 
** review the objectives set at the last meeting
* How are you doing, generally? How have you been feeling about work?
** check the staff database to find out whether the member of staff is up to date with training.
* Is there anything Handcrafted or your line manager can do to better support you?
* '''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.
3 Role and Development
* These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.
 
== Objectives and questions ==
* 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?


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


* one objective is based on Handcrafted’s Values (Community, Creativity, Empathy and Empowerment)
* You will set 3 objectives or focus areas. And share how you will know if you're making progress.
* 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:
6 & 7


* What’s gone well?
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.
* 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?

Latest revision as of 14:58, 15 July 2026

Purpose

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

  • reflect on your role
  • share what’s going well
  • identify what you want to develop
  • 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.

Procedure

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 should:
    • 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.
    • 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.
  • Before the meeting, the line manager should:
    • review the objectives set at the last meeting.
    • 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:
    • you will discuss the questions below with your manager and agree on the objectives. This is a two-way conversation.
  • After the meeting, you should:
    • 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.
      • 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

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.

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