Professional Documents
Culture Documents
Name:
Manager:
Date:
1
Employee Professional Development Review (PDR) Sept 2011
Introduction
There are four parts to the Professional Development Review.
Complete a new PDR for the year establishing objectives and measures and revisit regularly in 1.1s.
Record your progress after six months on the interim review.
Complete this section by reviewing objectives from Section 1. Agree a Performance Rating.
When profiling, use the Core Competency definitions found in the Reference Guide to identify skills
and behaviours you demonstrate in your role and identify opportunities to inform your development
planning.
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Employee Professional Development Review (PDR) Sept 2011
Part 1 - Objective setting
Use the departmental and University plans to set objectives under the S and 4Ps, ensuring they are appropriate and
achievable for your role. Typically there should be between two to six objectives set. Use only those sections
applicable to your role.
1. Students/Customers
2. Partners
3. People
4. Performance
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Employee Professional Development Review (PDR) Sept 2011
5. Physical Environment
Date Date
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Employee Professional Development Review (PDR) Sept 2011
Part 2 - End of year appraisal meeting
Please detail below specific progress and achievements against measures agreed for delivering performance this
year. Indicate whether the objectives have been achieved, deferred or need to be ongoing.
Summary comments
Student/Customer objectives
Partner objectives
People objectives
Performance objectives
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Employee Professional Development Review (PDR) Sept 2011
Summary comments for overall performance rating
In this section, consider details of any additional achievements or special circumstances not foreseen when objectives
were set, that have had a significant effect, either positive or negative, on the achievement of overall performance.
Main achievements:
Rating
0 Unable to assess When the individual has never been given the opportunity to carry
out this part of their role.
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Employee Professional Development Review (PDR) Sept 2011
Part 3 Personal Development Plan/career discussion
Name:
Department: Date:
Continuing Professional Development (CPD) refers to the process where individuals seek to increase their level of
knowledge, refine or learn new skills, and apply these in the workplace. CPD provides an opportunity to reflect on your
work, identify areas for development and plan for lifelong learning.
Use the template below to discuss and agree your Learning & Development needs.
Consider:
technical/professional development: eg qualifications, conferences, technology skills, continuous
professional development
management /personal development: Use feedback from Core Competencies framework to identify
behavioural skills applicable to your current job/role or future positions and/or career aspirations.
Record the expected impact that satisfying these needs will have and please send a copy of this page to Learning
& Development, HR Directorate.
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Employee Professional Development Review (PDR) Sept 2011
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Employee Professional Development Review (PDR) Sept 2011
Development and career aspirations (optional)
There should be an opportunity to discuss and explore career objectives and goals. This section is not essential to
complete as many ambitions do not stretch beyond the current role however, for those looking to develop in their
career, there is the opportunity to discuss and agree what support is required. It is also an opportunity to consider
strengths and how best to utilise and further develop strengths. Use the learning and development plan to jointly agree
any specific objectives for development and or career related goals.
Furthermore, the Core Competencies Framework (see guidelines appendix) can be used to support a career and
personal development discussion. It provides an objective and consistent way of assessing individual potential and
development needs by using feedback shared between appraisee and appraiser during the discussion.
Profiling
Individual results
1. Use the results to examine opportunities to improve skill levels and explore/discuss what training and
development or different objectives might provide learning and personal development.
2. Use your Development Plan to record development needs and actions agreed.
Career discussion
Research indicates that a large proportion of effective career discussions take place outside of any formal review
process. Many positive discussions take place as part of on-going informal or semi- formal opportunities which
involve colleagues, mentors, external advice as well as managers. This section gives the appraisee and
manager, an opportunity to explore what information would be useful, contacts, opportunities, pros and cons,
feedback and long term goals/plans.
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Employee Professional Development Review (PDR) Sept 2011
Profiling matrix for development
Partners Partners
Influencing and Influencing and
networking networking
People People
Adhering to Bucks Adhering to Bucks values
Values
Performance Performance
Planning and Planning and organising
organising
Please note not all attributes will be relevant to everyone. Identify the 7-10 core attributes relevant to the role
in question.
1. Using the Core Competency descriptions, review the definitions and examples of behavioural indicators.
2. Determine the appropriate level and mark this on the matrix above.
3. Consider examples of where you have had the opportunity to demonstrate this behaviour.
4. When determining the appropriate level, please consider the frequency and consistency of your behaviour over time and
across different situations. You should consistently and regularly exhibit the behaviours that the rated skill level indicates.
5. If the individual rating is greater than the lower skill but not sufficient to justify the higher rating, indicate with a + sign.
6. Compare and discuss ratings with your manager and agree final ratings.
7. Agree areas for your professional/personal development.
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Employee Professional Development Review (PDR) Sept 2011
Part 4 - End of year summary comments
Individual
Comments
Signature Date
Manager/direct appraiser
Comments
Signature Date
Managers manager
Your role is to monitor the standard and ratings being applied within your area of responsibility. Please examine this
appraisal and others provided by your direct reports, looking for consistency of approach and ensuring the appraisal
process has been conducted free from bias.
Comments
Signature Date
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Employee Professional Development Review (PDR) Sept 2011