Personal Development Reviews

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.