Personal Development Reviews: Difference between revisions

Revision as of 12:47, 14 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 will:
- 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 will:
- 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.
At the meeting:
- you will discuss the questions below with your manager and agree on the objectives.
After the meeting, your line manager will:
- 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.

@@ Line 1: / Line 1: @@
 == 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 ==
-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 &amp; 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?