Personal Development Reviews: Difference between revisions

Revision as of 14:43, 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 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, your line manager will:
- add their feedback.
- upload this document to your staff record.
- 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 13: / Line 13: @@
 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.
 ** 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:
+* '''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 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:'''
-** 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:
 ** 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 ==
+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?
+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?
+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?
+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?
+Focus for the Next Period
+* You will set 3 objectives or focus areas. And share how you will know if you're making progress.
+& 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.