Frequently asked questions
What are the timescales?
The Library’s PDR window runs from April to September each year. All PDRs for the year should be completed by 30 September.
How long should I allow for the PDR meeting?
This is typically between 60 to 90 minutes, but really it is as long as is necessary to get a rich and productive experience where goals, achievements and development are covered. If you conduct the PDR in two stages, you can allow for two shorter meetings instead.
Do I need to follow the two-stage PDR process?
Whilst not compulsory, we recommend this approach as having two separate PDR meetings allows for additional reflection time to consider our roles, future objectives and training and development needs.
Am I obliged to have a PDR?
We would always encourage you to have a conversation about goals, achievements and personal development.
I am on a fixed-term contract / secondment / internship / casual contract. Should I still have a PDR?
Yes, conversations about your development, aspirations and what you want to accomplish in your role is important irrespective of what form of contract you are on.
How do I submit a completed PDR?
PDR forms will be stored centrally within the Library (subject to the University’s Data Retention Schedule) and can be submitted by emailing them to uml.pdr@manchester.ac.uk.
How will my manager be able to see my PDR?
Both the reviewer and reviewee can retain the summary of the conversation and the form will be stored confidentially by the Library Office (subject to the University’s Data Retention Schedule).
Who else will be able to see my completed PDR form?
This can be shared with whoever is appropriate by agreement by the reviewer and the reviewee.
Is this process confidential?
The conversation between the reviewer and reviewee will remain confidential. However, there may be items which need to be shared more widely (if appropriate) and if done so, will be shared with selected and relevant people in order to gain further support or insight. Aspects of learning development and goals agreed can be shared as widely as is necessary.
When will I know what to keep confidential and when?
In some circumstances, there may be sensitive issues discussed in the conversation, so the level of confidentiality needed to make those who take part comfortable should be agreed at the time of the conversation. Where safeguarding issues arise please seek advice about whether this confidentiality is able to be maintained.
What happens if I do not agree with the goals my manager wishes me to achieve?
This situation is rare, and in all instances, those taking part should agree on what is required to be achieved. In such rare instances where no common ground can be reached, then you should speak to a more senior leader in the first instance.
How does the PDR tie into career progression or succession planning?
Discussing where you are going in the future of your time here at the Library, and even beyond, is an important part of talking about goals, achievements and personal development as it gives the goals and development activities context.
I am currently being supported by my manager to improve my performance, do I still need to have a PDR discussion?
Yes. If this is the case, a PDR is important as the discussion covers your personal goals, career and personal development.
Should I have more than one meeting per year to discuss goals, etc?
It is best practice to have multiple discussions about your goals, achievements and development throughout the year, either in one-to-one meetings or other development focussed discussion.
Who can I approach for help with the Library’s PDR process?
You can email uml.pdr@manchester.ac.uk for further support.