Performance, development and review

Performance, development and review

Set goals, track your progress, build skills and plan your career.

The Performance, Development and Review (PDR) process is the main process through which you will set, review and track your performance objectives and developmental goals. All staff who have completed probation will participate in the Performance, Development and Review process.

Three stages of PDR

The Performance, Development and Review process has three stages that span across the year. You will find the steps to completing each stage of your PDR below:

1.  Plan and set objectives in January/February

1. Together with your manager, agree to a date, time and place for your PDR meeting.

2. Prepare or review your performance objectives and expectations.

3. Think about your development goals and activities that will assist you to meet your performance objectives and career goals. You may like to review workshops and learning resources and development schemes and support.

4. Meet with your manager to review and agree on your performance objectives and development plan and record them in the  online PDR system.

2.  Track your progress from March to mid-November

1. Together with your manager, regularly discuss and review your progress and ask for feedback.

2. Use the online PDR journal to keep notes about your progress, achievements and unplanned objectives. This will ensure all of your work and performance is captured in preparation for your regular discussions and end-of-year review. The system offers a choice to ‘save as a private note’ (which means your note is private, only viewable by you) or to ‘save and share’ (which means your PDR supervisor is able to view it). Remember though, that all PDR documentation forms part of your personnel file is legally discoverable.

3. Identify and request any additional support you may need to achieve your objectives and development goals.

3.  End of year review in mid-November/December

1. Together with your manager, agree to a date, time and place for your end of year review meeting.

2. Review your performance and evaluate your achievements for the past year.

3. Review your learning and development objectives and evaluate your progress.

4. Meet with your manager to review and evaluate your performance during the year. Sum up what happened, what was agreed and what else needs to be done, and to identify any further development needed. You may also start formal planning for the coming year, or set a second meeting to discuss these at a later time.

In this meeting your manager may ask you questions like:

  • Tell me about your main achievements in the last 12 months in relation to your objectives?
  • What may have helped or hindered you in the achievement of your objectives?
  • What are your performance objectives and development goals for the coming year?
  • Is there any further support or training you may need to achieve these objectives?
  • Do you have any feedback for me?

5. Update your performance review in the online PDR system and submit to your manager for review.

Setting performance objectives and development goals

Performance objectives

Performance objectives and indicators should be agreed jointly with your manager. You should be able to identify up to five performance objectives that align with key strategies, with at least one objective related to health and safety.

Performance objectives should be aligned to your department or team objectives and University goals. They should be outcome based, with clear indicators to measure success. Helpful information may include:

  • your position description
  • the University’s strategic priorities and those for your faculty or office
  • the operational objectives for your work area
  • workload models and academic promotion criteria (for academic staff).

Academic staff examples

Performance Objective 


Improve quality of the XYZ program

  • Program materials reviewed and updated within agreed timeframes.
  • Feedback from students indicates the program helped them understand the key principles and theoretical underpinnings of XYZ.

Develop a new model for the relationship between A and B.

  • Literature review and data collection completed.
  • Model and application paper drafted.
  • Suitable opportunities for dissemination/publication identified.

Design, develop and implement a mentoring program for students.

  • Program materials developed and delivered within agreed timeframes.
  • Feedback from key stakeholders indicates they were informed and consulted.
  • Feedback from participants indicates the program helped them develop and increase their confidence.

Professional staff examples



Provide a high level of service and support to students, staff and other key clients.

  • Queries and requests from clients are actioned and followed up in a professional, responsive and timely manner.
  • Issues are identified and raised appropriately and in a timely manner.
  • Feedback from clients indicates the service and support met their needs and expectations. OR Feedback from clients indicates the service and support was efficient and relevant.

Review, evaluate and improve the application process for professional staff grants.

  • All materials (including the application form, information pack for the Committee, website and process map) are reviewed and updated.
  • Applications received are complete, indicating staff understand the new process and application form.
  • Feedback from committee members indicates the updated form makes it easier for them to compare and make decisions about applications.

Design, develop and implement a mentoring program for managers.

  • Project plan is developed and implemented according to agreed timeframes.
  • Program materials are developed and delivered within agreed timeframes.
  • Feedback from key stakeholders indicates they were informed and consulted on the development and implementation of the program.
  • Feedback from participants indicates the program helped them develop and improve their skills as a manager.

Development goals and activities

Development goals allow you to build knowledge, skills and capability so you can better perform in your current role and help you to prepare for future goals. You might decide a development goal linked to your aspirations, such as aspiring to move into management, or learning a new skill.

You should aim to set no more than three development goals and two to three activities per goal. Think about the 70:20:10 development approach when deciding on your development goals.

The 70:20:10 development approach

70%: What learning and development can I get through experience?  

  • Acting in a higher role
  • Taking on additional responsibilities
  • Secondments

20%: What development can I achieve from exposure to situations, people and environments? 

  • Work shadowing
  • Professional membership events (e.g. seminars)
  • Mentoring or Coaching

10%: What development might I need from structured courses and programs? 

  • Professional development programs provided on campus
  • Formal education /training courses
  • ‘Study for Staff’ program
  • Conferences

Academic staff examples

Development goal 

Development activity 

Improve project management skills

  • Develop and seek feedback from a senior colleague on a large scale research project plan.
  • Lead a collaborative research project.
  • Attend the Managing Projects workshop.

Build HDR supervision skills

  • Seek feedback from past HDR students.
  • Develop a network of and regularly meet with other HDR supervisors to share insights and learnings.
  • Attend the LIH Supervising to Completion workshop.

Professional staff examples

Development Goal 

Development Activity 

Improve project management skills.

  • Write and get feedback on a project plan for improving our team's administrative processes.
  • Work as part of the project team for the upgrade of the system.
  • Attend the Managing Projects workshop.

Increase knowledge of health and safety legislation

  • Review the Health and Safety website.
  • Identify and recommend ways to address potential hazards within the office.
  • View recent incident reports to understand what actions have been taken.

Online PDR system

Use the online PDR system to record your performance objectives and development goals and activities. Login using your OneID and password. View the relevant user guide for step-by-step instructions for completing your PDR in the online PDR system.

Need more help?

Contact your HR representative.

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