Personal Development Reviews: Difference between revisions

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.

@@ Line 1: / Line 1: @@
-=== Purpose ===
+== Purpose ==
-The purpose of the review system is to enable you to
-* reflect on and develop in your role
+The purpose of the Personal Development Review (PDR) is to provide a space for you to:
-* 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.
+* 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.
-=== Procedure ===
+They are not a performance management tool.
-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:
+== Procedure ==
-●	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).
+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 reflect on (and may choose to bring notes to the review):
+* '''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 ==
+Looking Back
-○	whether and how you have achieved your objectives set in your last review, (not possible in the first meeting)
+* 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?
-○	some brief general comments on anything else that has gone well and anything else that could be improved
+Wellbeing and Support
-○	proposed objectives for your development for the next 6-12 months.
+* 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?
-●	Before the meeting, the line manager should
+Role and Development
-○	review the objectives set at the last meeting
+* 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?
-○	check the staff database to find out whether the member of staff is up to date with training.
+Learning
-●	At the meeting, you will discuss the questions below with your manager and agree on the objectives.
+* 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?
-●	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.
+Focus for the Next Period
-●	These reviews are confidential unless anything related to safeguarding or health & safety is disclosed.
+* You will set 3 objectives or focus areas. And share how you will know if you're making progress.
-Objectives and questions
+& 7
-Each member of staff is asked to work towards 3 (or more, if helpful) objectives in each 6-12 month period:
+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.
-●	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?