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PDR for General Staff

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Welcome to the PDR web page. Staff that are Managers/Reviewers should visit the dedicated PDR for Managers web page.

The Performance and Development Review (PDR) is the approach used by the University to evaluate job performance over the previous 12 months and set staff development goals for the coming year.

It is an integral part of the University’s commitment in ensuring that all general staff have an opportunity to develop themselves further.

This web page is intended to guide staff through the process using the expandable timeline below with relevant links in the ‘GET IT DONE’ box situated in the top right of the page.

Timeline Expand All | Collapse All

Preparation and Training
The formal Performance and Development Review meeting takes place 1 August to 31 October. In early August it is recommended that all staff should prepare for the process by familiarising themselves with the PDR Policy and refer to: The Performance and Development Review - A Quick Guide (hard copies available) The PDR Process & Your Professional Development Booklet Performance and Development Review Information Session for Staff PDR: Helping Your Manager to Help You PDR Training by Competency (Including Ngā Taonga Tuku Iho/Language and Culture)

Preparation and Training

The formal Performance and Development Review meeting takes place 1 August to 31 October. In early August it is recommended that all staff should prepare for the process by familiarising themselves with the PDR Policy and refer to:

PDR and Salary Review Meeting (Early August - 31 October)
Between August and the end of October the formal PDR meeting should be completed. During this time it is expected that: Staff should consider their performance over the previous year using the outcomes and competencies framework detailed in The Performance and Development Review Process - A Quick Guide. The document Preparing for the PDR may assist you with this The Managers will write up the PDR form. If the Manager is not the Head of Department, the form will be forwarded to the Head to complete Section D, the PDR Salary Review. The form is then passed to the staff member to confirm that the content is an accurate record of the meeting. The completed form will then be signed by all parties and copied to the reviewer, the staff member and the departmental personnel file. This should be completed by 31 October.

PDR and Salary Review Meeting (Early August - 31 October)

Between August and the end of October the formal PDR meeting should be completed. During this time it is expected that:

Staff should consider their performance over the previous year using the outcomes and competencies framework detailed in The Performance and Development Review Process - A Quick Guide. The document Preparing for the PDR may assist you with this
The Managers will write up the PDR form. If the Manager is not the Head of Department, the form will be forwarded to the Head to complete Section D, the PDR Salary Review.
The form is then passed to the staff member to confirm that the content is an accurate record of the meeting. The completed form will then be signed by all parties and copied to the reviewer, the staff member and the departmental personnel file. This should be completed by 31 October.

Management Band Performance and Development Review
The Management Band PDR follows a similar process to that of the General Staff PDR. The overall principles and practices outlined in the General Staff Performance and Development Review Policy 2012 will apply. Additional things to consider with Management Band PDR are: There is a higher level of performance expectation from a Management Band PDR. The Management Band Salary Review does not fall under the Fiscal Constraint. The divisional head has been given the delegated authority by the Vice-Chancellor to award salary increases up to $2,000. Salary increases above $2,000 should be approved by the Vice-Chancellor. Further information can be found at Management Band PDR Guide.

Management Band Performance and Development Review

The Management Band PDR follows a similar process to that of the General Staff PDR. The overall principles and practices outlined in the General Staff Performance and Development Review Policy 2012 will apply. Additional things to consider with Management Band PDR are:

There is a higher level of performance expectation from a Management Band PDR.
The Management Band Salary Review does not fall under the Fiscal Constraint.
The divisional head has been given the delegated authority by the Vice-Chancellor to award salary increases up to $2,000. Salary increases above $2,000 should be approved by the Vice-Chancellor.

Further information can be found at Management Band PDR Guide.

Salary Review Decisions (Before 1st December)
Once all the PDRs have been completed, the Divisional Head needs to consider recommendations for salary increases funded from the divisional merit fund. When the salary review decisions are finalised, the Department Head will distribute a PDR letter for staff who were successful in the salary review, or who were declined an increase at divisional level. If the Head is not awarding a salary increase, the staff member will not be sent a letter as this will be documented on the PDR form. Salary increases will be effective 1 February the following year.

Salary Review Decisions (Before 1st December)

Once all the PDRs have been completed, the Divisional Head needs to consider recommendations for salary increases funded from the divisional merit fund. When the salary review decisions are finalised, the Department Head will distribute a PDR letter for staff who were successful in the salary review, or who were declined an increase at divisional level. If the Head is not awarding a salary increase, the staff member will not be sent a letter as this will be documented on the PDR form.

Salary increases will be effective 1 February the following year.

Progress Reviews (throughout the year)
It is expected that the staff member and their manager will have regular progress reviews throughout the year. The progress review should be an extension of the regular discussions you and your manager have about how your work is progressing and the impact of your training and development on your work. Regular reviews result in a more effective working relationship and reduce the preparation time immediately before the formal review. The final page of the PDR form can also be used to make notes of these sessions.

Progress Reviews (throughout the year)

It is expected that the staff member and their manager will have regular progress reviews throughout the year. The progress review should be an extension of the regular discussions you and your manager have about how your work is progressing and the impact of your training and development on your work. Regular reviews result in a more effective working relationship and reduce the preparation time immediately before the formal review.

The final page of the PDR form can also be used to make notes of these sessions.