The conversation around goals, achievements and development is the same, but there is more emphasis on the conversation rather than form filling.   

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 is covered.  

There is not a prescriptive form, however there is a suggested format to enable you to record the initial development conversation. You can record goals how you deem appropriate ensuring they are specific, measurable, achievable, and have appropriate timescales. The conversation is summarised and documented as an aide memoir and retained by the manager and team member locally.  

Whilst there are broad timescales for PDRs, there is no single fixed time frame for completing a review. Due to the wide range of job roles and start/finish times of many funded programmes of work (e.g. funded research programmes), there is freedom and flexibility for managers to choose when is best to conduct a PDR throughout the year. 

In certain exceptional circumstances, colleagues can discuss the option to identify their own reviewer.  

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.  

Both the reviewer and reviewee will retain the summary of the conversation with the option to use the suggested templates.

Again, there isn’t a prescriptive form, and however the conversation is chosen to be recorded this can be shared with whoever is appropriate by agreement by the reviewer and the reviewee.  

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 development and goals agreed can be shared as widely as is necessary.  

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. 

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.

Discussing where you are going in the future of your time here at the University, and even beyond, is an important part of talking about goals, achievements and personal development as it gives the goals and development activities context.

We would always encourage you to have a conversation about goals, achievements and personal development. 

Yes. I f this is the case, a PDR is important as the discussion covers o nyour personal goals, career and personal dvelopment.

It is best practice to have multiple discussions about about your goals, achievements and development throughout the year, either in  one-to-one meetings or other development focussed discusssions. 

The summary of the conversation can be retained in any way that is appropriate. It needs to be in a format that is able to be revisited multiple times a year and remains a live document. 

The suggested templates allow for such points to be recorded, however there is less emphasis on that and more on a rounded discussion. Both the reviewer and reviewee keep notes as an aside memoir of the discussion.