Human Resources

Performance and Development Review FAQ's

  • PDR is a single, flexible process that should be used by all groups of staff.
  • PDR paperwork is one working document that both Reviewer and Reviewee contribute to.
  • Participation in, and completion of, the process in each department is monitored by HR.
  • The PDR process actively encourages regular follow-up discussions.
  • The PDR process is explicit about linking individual objectives and related development needs to departmental goals.
  • The PDR process starts with strategic context setting at departmental level and ends with a wrap-up meeting to analyse outcomes to inform future planning.

Is PDR linked to pay and reward?

No, as the University does not operate a performance related pay scheme.

Is it going to be recorded anywhere?

Your Line Manager and your Head of Department will have a copy of your completed PDR paperwork, which ideally will be filed electronically. You should also keep a copy for your own records. Although PDRs are not recorded centrally, HR will be monitoring the completion of PDRs cycles in each department.

I have a member of staff on variable hours contract, are they eligible?

Yes, although the complete PDR process may not be appropriate. The University does recognise the value of a review, in an abbreviated format, for some members of staff. It will be left to the discretion of the manager to decide in which cases this process may be deemed useful and should consider the longevity of the working relationship in deciding whether to review. Managers are requested to ensure a suitable process of review is in place and agreed by those members of staff involved. Further guidance on this can be sought from the Human Resources Department.

How will the University ensure consistency of quality of PDRs?

Whilst the University cannot ensure the quality of every PDR there are mechanisms in place to monitor the process:

  • There is an online questionnaire at www.surveymonkey.com/s/2G6XZJJ that Reviewees can complete once they have had their PDR, this information will be regularly monitored.
  • If a reviewee is dissatisfied with their review, they should, in the first instance talk to their reviewer. If the issue is not resolved as a result then the individual should raise the matter with the line manager of the reviewer.

'How to be a better communicator' - Article supporting the University Staff Communications Policy

http://www.port.ac.uk/staffessentials/generalinformation/staffcommunications/howtobeabettercommunicator/