Building your understanding. Professional Performance Development and Review (PDR)

Transcription

1 Building your understanding Professional Performance Development and Review (PDR)

2 This course has been designed to explain the new professional PDR process. By working through the following pages, we hope that you will become more familiar with the process, and as such have a successful and effective PDR.

3 The Performance Development and Review (PDR) process for professional staff has changed slightly in 2014 to ensure that it more closely aligns with the new UC Breakthrough Strategic Plan The PDR now focuses on setting SMART actions for the future against four key objectives, as well as reflecting on and rating performance over the previous 12 months. SMART actions are: Specific Measurable Attainable Result-oriented Time-framed Exactly what actions and results is the employee expected to deliver Establish clear quantitative and qualitative measures of performance Objectives should be challenging but achievable Employee should be able to achieve expected results within resource constraints Results should be delivered within realistic timeframes in line with business needs

4 The four key objectives outlined within the new Professional PDR have been set to assist staff to identify: o o o o How their role aligns to business objectives Work behaviours that will help them build a respectful workplace How they will approach their own development and the management and leadership of others (where applicable) How they will work in a financially and environmentally sustainable manner.

5 The new PDR template is available on the UC website Search Human Resources: then go to the Organisational Development Tab:

6 The new PDR template for Professional Staff has been created in Excel. The template (see example below) has been created to be user friendly and easy to understand.

7 The new template consists of 4 tabs. Tab 1 - Review of 2013 Plan: this tab is for recording the review of the previous year s performance Tab Perf & Dev Plan: this tab is for capturing the objectives for the following year Tab 3 - Guide to completing PDR: this tab provides a guide on how to complete the Professional PDR template Tab 4 - Rating Information: this tab gives an overview of the ratings used in the professional PDR

8 Your PDR will be most effective if you are prepared, and have thought about what you would like to discuss with your manager prior to the conversation taking place. You may want to consider undertaking the following steps to ensure you are prepared for your PDR:

9 Step 1: Book your PDR conversation. Speak to your manager about setting up an appropriate time for your PDR conversation to take place. Do this with plenty of notice so that you have enough time to undertake the remainder of your preparation.

10 Step 2: Access the template and begin to think about the following: Start to reflect on your performance over the previous 12 months. What have you achieved? How would you rate your performance? What examples and evidence might you draw on during the conversation to justify your rating? Think about what you may want to achieve over the next 12 months. Start putting together some SMART actions for the following 12 months. Record them in the template to discuss with your manager during your PDR conversation.

11 Step 3: Take your template In preparation for your PDR conversation you should ensure that you take a copy of the template to take with you into your PDR meeting. Make sure that your template includes any self-assessment ratings, SMART actions or personal comments you may have captured in the lead up to the conversation.

12 During the PDR conversation you and your manager should discuss 4 key areas. These will include.

13 1. What is my role? You will clarify your role purpose and discuss how it contributes to the strategic objectives of the University.

14 2. What is expected of me? - You will set SMART actions for what you will achieve over the coming 12 months and ensure they align to the University objectives, business practices and desired behaviours.

15 3. How am I going? You will discuss and be rated on how you have performed over the previous 12 months and whether you have met the objectives set in your previous PDR conversation.

16 4. Where am I going? You will discuss what development you may need to assist you in your current role. You will also discuss development options with a focus on future roles to assist you in your career progression at UC.

17 Don t forget to capture what is discussed during the conversation on the PDR template. This will ensure you have an accurate record of the conversation and what was agreed to. Please ensure both you and your manager have completed the spreadsheet and have provided appropriate comments. Ensure you keep a copy safe to refer to and amend throughout the year.

18 Once you have completed your PDR conversation, log into HR Online to record that your conversation has taken place. To access HR Online go to the Human Resources section of the website and click on HR Online in the side bar. You can then click on the link to take you to your HR online.

19 Once you have logged into HR Online go to the Personal Info tab and select Personal Development and then Employee Performance Review

20 Once you access your PDR online, you will find a space to record an overall comment about your PDR and an over-all self-assessment rating (this rating should be agreed with your manager at the time of your PDR conversation). Once you have completed all of the requirements on HR online and have submitted the review, your manager will be notified and they will complete their comments and their overall rating.

21 PDR should be part of an ongoing conversation not just a one off conversation. Regular monitoring and review of your progress against your plan is highly recommended. It is also recommended that a midyear review take place to ensure you are on the right track to achieve your goals. If you feel that you require additional support through the year to achieve the plan, please discuss this with your manager. For more information about PDR, please visit the PDR page on the UC website.