Performance and Development Review Scheme

Transcription

1 PDR Briefing

2 Performance and Development Review Scheme A Snapshot Performance and Development Review or PDR is an evolution of UEL s Staff Development & Review (SDR) scheme that has been in operation since 2003 We have been seeking feedback and piloting various versions of the PDR scheme over the past two years We have rolled out an online version to c 90 senior staff at UEL from November 2014 We have been engaged in discussions with the Joint Unions since July 2014 PDR retains the valued self-reflective components of SDR and introduces: Individual objectives which can be stretching in terms of ambition, developing competence and capability An assessment of the key competencies in the job role, as a route to developing professional practice and personal development A process that can differentiate in terms of overall performance so that we can proactively identify, manage and recognise the talents of all our staff An on-line platform that will encourage continuous dialogue Full roll-out will be focused initially on briefing, training and objective setting: All staff are required to have set objectives for 1 September 2015 to 31 August 2016 in the online system by 31 August 2015

3 Our Vision

4 Why have we introduced a new PDR process? To ensure a high standard of individual and collective performance in order to support the achievement of our key corporate objectives To encourage dialogue within the review cycle to ensure staff have dynamic Personal Development Plans and capture the range of achievements throughout the year To ensure staff receive the timely reviews that they deserve and provide us with meaningful management information PDR focuses on setting and evaluating clear individual objectives (both performance and development related) that will support the key objectives in our Corporate Plan PDR will support continuous dialogue and the ongoing review of objectives and PDPs. This in turn will improve the quality of performance feedback and support the Reviewer/Reviewee relationship. By using an online system we can support managers to deliver timely reviews to their staff and provide UEL with accurate management information, for example, to enable us to undertake meaningful equality and diversity monitoring.

5 Why have we introduced a new PDR process? To enable staff to utilise and develop their particular talents for the benefit of themselves and UEL PDR will enable managers and staff to differentiate between levels of performance so areas of growth and development can be identified more easily. To ensure the PDR process has positive consequences PDR will generate constructive feedback for both Reviewee and Reviewer, offering structured opportunities for self-reflection, enhancing CPD action planning and prioritisation of effort. To effectively support managers to manage and lead their team By ensuring managers are encouraged and have the capability to gather performance evidence, to understand, grow and develop their staff.

6 What we ve changed as a result of feedback Re - introduction of the self reflective questions featured in the SDR process Modification of the setting and review of objectives (inclusion of stretch and partially met options) Adjustment of Individual competencies and inclusion of an N/A option and comment sections Change to the sequence of the process and allowing the Reviewee to review after Counter-signer comments Replacing the term unsatisfactory as a rating option for the individual qualities and overall performance assessment with the term room for improvement Setting aside resources for the development of Reviewers as managers and leaders Simplification of the on-line process and improving the clarity of on-line digests or prompts Introduction of focus of development section - removing the section that rated potential

7 PDR Lifecycle (Transitional phase: ) 1 st June to 31 st August 2015 Set forward objectives and complete PDP for 1 September 2015 to 31 August st May to 31 st July /16 year end review plus objectives/pdp setting for 2016/17 January/February 2016 Interim review of the year to date

8 PDR Lifecycle (Mainstreamed: ) 1 st May to 31 st July 2016 Full year review over the past twelve months, objectives and PDP set for 1 September 2016 to 31 st August st May to 31 st July /17 year end review plus objectives/pdp setting for 2017/18 January/February 2017 Interim review of the year to date

9 Excerpt from PDR online system

10 Excerpts from the PDR online system

11 Excerpts from the PDR online system

12 Excerpts from the PDR online system

13 Excerpts from the PDR online system

14 How are we supporting you and your team? Briefings to SMTs in Schools and Services PDR website launched with The new PDR form Guidance notes Information on training and support Key dates and the PDR lifecycle PDR rationale FAQs The PDR policy * Regular In-Focus updates All staff roadshows Soft skill and system training available Standard training session for Reviewees Reviewers can choose from 2 sessions HR Business Partner Drop In Sessions From mid May to mid June Online now (launched 20 May) * Still being discussed with Joint Unions May and June May, June, July May, June, July, August June

15 Next steps We need your full support and commitment to making this a success Look at the information and resources available the PDR webpages - Attend briefings in your school/service and have conversations with your line manager Book on to a training workshop full details on the PDR webpages From 1 June everyone will have access to the online system Schedule Reviewer/Reviewee meetings for your team during June, July, August to set forward performance objectives and create a Personal Development Plan for

16 An ongoing process The process will be closely evaluated during its first year of operation We will continue to offer a range of support including additional training if necessary - in the lead up to interim reviews and end of year reviews in 2016 Evaluation during the first transitional year to include focus groups and an on-line pulse survey Ongoing dialogue with senior staff and Joint Unions Improvements to online system as they become available Assessment against IIP Silver/Gold benchmark (Oct 2015) Continued research to ensure we take into account external best practice