Supporting you

Performance Development Review (PDR)

A summary of the PDR procedure and supporting documentation

The aim of the Performance and Development Review is to continually enhance the quality, efficiency and effectiveness of the University in the delivery of its vision and strategic objectives. Meeting this aim requires that every member of staff performs their role to maximum potential and receives appropriate development to facilitate continual improvement. This is delivered by:

  • Working towards the University’s vision and strategic objectives
  • Developing staffs ability to contribute to and participate in the delivery of the vision and strategic objectives
  • Managing and improving performance using constructive feedback and support
  • Recognising and valuing the contribution of all employees within the University
  • Developing staff in line with the University’s Learning and Development policy

The PDR process is a continual assessment of performance and underpinned by quality conversations between line manager and staff member. The PDR consists of three distinct phases:

Phase 1 - Planning

The staff member and their line manager meet to plan and agree objectives for the year ahead, taking into consideration the team, departmental and University objectives and any personal career objectives an individual may aspire to.

Development needs are explored and relevant development solutions discussed. These are recorded in the PDR Action Plan which is owned by the individual staff member and revisited at regular intervals throughout the year. This should be copied to the Head of School/Department 

Phase 2 - Progress

Performance and progress against objectives is reviewed at regular intervals throughout the year. These progress meetings, (often referred to as one to one's) are held once every 8 to 12 weeks, although during the probation period, the meetings may be more frequent to ensure the staff member receives support and development required to achieve in their role. The PDR Action Plan should be updated by the individual prior to each meeting and sent to the line manager, to enable both parties to prepare for the conversation.

Phase 3 - Review

Performance and achievement of objectives is formally reviewed at the end of the PDR year (usually between June and September). The individual and line manager will all complete a short summary of performance which will inform preparation for the next year's objectives. This should be copied to the Head of School/Department

This brief summary has provided an overview of the PDR - please refer to the PDR Policy and Guidelines and the Role Profile guidance. You can find this document and the PDR forms to download for your own use in Docshare.

If you don't have any PDR meetings planned yet, just ask your line manager to schedule these in with you.

  • Policy, Guidelines and Forms

    Further guidance is available in the PDR Policy, PDR Guidelines and supporting documents below:  


  • Support for staff and managers

    For managers and staff who would like some support or guidance regarding this process, please contact a member of the HR team who will be able to put you in touch with the relevant HR Business Partner /Advisor or Learning and Development Facilitator.


Induction consists of a mix of activities completed during your first few months at UCA and providing you with useful information about the university.

Any questions?

Call the Learning and Development team on 01252 891 471 or email them: