Start with a reflection on the previous year. Whilst the PDR is primarily future-focused, it is important to reflect on the highlights and challenges the last year has presented. This is where you may want to consider any specific feedback relating to the role, e.g. feedback from colleagues.

Before your PDR conversation, reflect on your progress against the PDR objectives and the Personal Learning and Development goals agreed during your previous PDR.

Key areas to focus on before the review meeting:

• what would you like to get out of the review process?
• review last year’s objectives and the learning plan;
• key achievements;
• skills development and contribution to the team;
• what feedback should be gathered? Consider and plan how to do this;
• potential objectives and development goals for the next year.

When setting your objectives for the next PDR period, please consider how they align to your:

Role expectations

Refer to the job description to reach a mutual understanding of the day-to-day tasks in role/activities and general measures of success. This needs to be clearly articulated and regularly reviewed as the day-to-day needs of the role change.

Goals and objectives

Annual performance goals and objectives should be linked to our University strategy, Imagine2030, Directorate priorities and team priorities/Listening to Change team PDR assessments, and should indicate clear measures of success. It is helpful if managers can share their own objectives alongside any overarching team objectives. By doing this, individuals can link their own goals and objectives to their manager’s and team's targets.

Behaviours, values, and ways of working

In addition to objectives, it is important to agree expectations of the behaviours, values and ways of working needed to be successful in the role and team. The Library's Working Together charter and University’s Values will all support this conversation.

You should also include a personal learning and development plan for the coming year as it helps ensure that learning and development activities are aligned with individual or organisational performance objectives, career aspirations, or life goals. 

It also supports the achievement of the developmental and behavioural PDR objectives by articulating how the development goal will be accomplished.

Consider your future development plans in terms of your current role, and your career development. All colleagues should aim for at least five days of professional development every year.

Library staff Learning and Development plan

You can refer to the Library’s Staff Learning and Development plan to help inform your personal development goals and your team / role specific plans:

• Library’s Staff Learning and Development plan (coming soon)

Use the Personal Learning and Development plan to record your personal development goals and activities including essential training elements. Link these to changes you have made as a consequence of your participation. These activities should also include activities linked to social responsibility, sustainability and equity, diversity and inclusion goals.

Further information about learning and personal development can be found here: 

• Learning and Professional Development

Please can all line managers ensure they send a copy of their direct reports completed Personal Learning and Development plan to uml.pdr@manchester.ac.uk. This will help inform the Library-wide Staff Learning and Organisational development plan and ensure a consistent and transparent approach to staff development.

As part of the discussion, it is good practice to agree how frequently you are going to check in to discuss progress and support.

You should aim to review your PDR objectives and Personal Learning and Development plan goals every three to six months.