NEWS
Seven ways to make your PDR work for your staff
Most Universities have a strategic objective to ensure that all staff receive at least an annual review. However, the culture and approach to the review process varies significantly across higher education institutions. For some a process of feedback and recognition is desired whilst for others performance management is preferred.
The PFA living review solution has been designed to support all of these approaches and even allows a mixture of approaches within a single institution.
At the core of a successful PDR process, regardless of cultural intent, is to ensure that the quality of review conversation is as clear as possible. To ensure the right conversations are taking place, the PDR needs to be structured. Below are some comments from organisations who have transformed their PDR processes to be more meaningful for the reviewee and reviewer.
a) Identify clear objectives within your review form, enabling the review and reviewer to have meaningful conversations around work milestones and projects delivered.
b) Regular conversations throughout the year are essential to maintain relevance and impact of the review process.
c) Manage the timing of your PDR to avoid squeezing them in to a small window.
d) Focus on qualitative conversations and not a tick in the box exercise.
e) Consistency across all faculties and schools. Despite their essential differences a correctly structure review can help provide a level of consistency across the different schools.
f) Behavioural frameworks with clear instructions can help ensure that all staff have a fair and equitable PDR.
g) Do not file away the PDR but make it accessible to staff to allow them to monitor what they are working towards. A living review process enables the PDR to be a living document which can be updated and shared for regular 1-1 or more formal PDR meetings.
The PFA living review solution has been designed to support all of these approaches and even allows a mixture of approaches within a single institution.
At the core of a successful PDR process, regardless of cultural intent, is to ensure that the quality of review conversation is as clear as possible. To ensure the right conversations are taking place, the PDR needs to be structured. Below are some comments from organisations who have transformed their PDR processes to be more meaningful for the reviewee and reviewer.
a) Identify clear objectives within your review form, enabling the review and reviewer to have meaningful conversations around work milestones and projects delivered.
b) Regular conversations throughout the year are essential to maintain relevance and impact of the review process.
c) Manage the timing of your PDR to avoid squeezing them in to a small window.
d) Focus on qualitative conversations and not a tick in the box exercise.
e) Consistency across all faculties and schools. Despite their essential differences a correctly structure review can help provide a level of consistency across the different schools.
f) Behavioural frameworks with clear instructions can help ensure that all staff have a fair and equitable PDR.
g) Do not file away the PDR but make it accessible to staff to allow them to monitor what they are working towards. A living review process enables the PDR to be a living document which can be updated and shared for regular 1-1 or more formal PDR meetings.
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