PDR Training

Oxford Centre for Staff and Learning Development

Objectives

To identify your role in the PDR

To demonstrate a knowledge of the PDR process and guidelines

To identify ways to prepare for the PDR

WHAT IS PDR FOR AT BROOKES?

To support/develop our ability in the job

To identify obstacles & challenges

To offer motivation and encouragement

To record praise for achievements

To agree objectives

To agree a development plan for the coming year

AN OPPORTUNITY TO THINK & TALK ABOUT...

In the past year, what’s gone well?

What could have been better?

If you had the chance, what might you have done differently?

What implications might all this have for the coming year?

OBJECTIVES

University

Faculty / Directorate

Department

Team

Individual

WHO’S WHO?

The Reviewee is YOU, the person whose progress is being discussed

The Reviewer is, typically, your manager or team leader

Making the most of PDR . . .

Management ethos of coaching

style

Timelines

PDRApr - Jul

Interim PDR Nov - Jan

2 week PDR

1:1s

Team meetings

COMPLETING THE FORM. . .

Sections...

1. Personal reflection and assessment of the past year

2. Personal and professional development

3. Career development

4. Reviewer’s comments and recommendations

5. Objectives for the coming year

6. Development for the coming year

7. Date of interim review

8. Signatures

OBJECTIVES

University

Faculty / Directorate

Department

Team

Individual

SM

A

R

T

Specific

Measurable

Agreed

Realistic/relevant

Time-Bound

Career Development

http://www.brookes.ac.uk/services/ocsld/career-dev/index.html

Continuing Professional Development (CPD)

E-learning

ReadingResearch

Secondment

Coaching or being coached

Mentoring

External courses

Shadowing

Learning by doing

Feedback Thinking or Reflecting

WHAT OTHER DEVELOPMENT OPTIONS ARE THERE….?

MAKING THE MOST OF IT

IN YOUR GROUPS, CONSIDER:

PDR’s

What do I need to think about in my preparation?

WHAT DOESN’T WORK...

Lack of planning and reflection No agreed, measurable objectives No future development planning Lots of surprises for everyone! One-sided conversations No follow up from PDR Using the PDR as a substitute for good practice

throughout the year

WHAT WORKS...

Clearly understood purpose

Agreed time limits

No surprises, but a ‘round up’ of what’s gone before

Facts, not fiction (or hearsay)

Future focused

Reason for development

Agreement on what happens next