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 a record of your performance so your progress review is more complete. Document your achievements, milestones and any unplanned objectives in your online PDR journal. Make notes of any unplanned objectives as the year progresses. This will ensure all of your work and performance is taken into account at your end of year review discussion.
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 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
Improve quality of the XYZ program
Develop a new model for the relationship between A and B.
Design, develop and implement a mentoring program for students.
Professional staff examples
Provide a high level of service and support to students, staff and other key clients.
Review, evaluate and improve the application process for professional staff grants.
Design, develop and implement a mentoring program for managers.
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
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
Academic staff examples
Improve project management skills
Build HDR supervision skills
Professional staff examples
Improve project management skills.
Increase knowledge of health and safety legislation
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.