The Performance & Development Review (PDR) process is used to review job performance and set goals for future training and development of professional staff. Staff who are not managers should view the PDR for Professional Staff page.
Please note that owing to organisational changes the PDR app will not be used for the 2018 PDR process. HR will provide Managers with a spreadsheet of their staff for review and for recording the outcome of the PDR. Once the assessment is complete and signed off by the Divisional Head, the spreadsheets will be returned to HR, who will send letters to staff who are receiving a salary increase.
The 2018/2019 PDR process has been adapted to accommodate the organisational changes currently underway. The flexibility recognises the changes in reporting lines and in roles that have, are, and will occur.
|1 August onwards||Reviews undertaken|
|26 October 2018||Reviews completed|
|16 November 2018||Review and salary decisions spreadsheet approved and returned to Human Resources (Promotion & Remuneration)|
|30 November 2018||Objective setting|
|14 December 2018||Letters confirming salary increases sent to staff by Human Resources|
The overall principles and practices outlined in the Professional Staff Performance and Development Review policy (PDR) still applies. To help manage the transition, the PDR process will be divided into two distinct parts:
The formal PDR meeting(s)/review (Part 1) will occur between 1 August and 31 October 2018. The when and how will depend on the situation of each staff member. In 2018 the manager who is in the best position to undertake the review and assess performance will take the lead. They will as appropriate consult others who may have been involved during the period of the review.
Most staff will fall into one of these categories:
1. No change – this staff member reported to you during the 2017/18 review period and still reports to you. The PDR process will not change; you will undertake both the past review of performance, salary review (where appropriate) and set the new objectives for 2018/19.
2. The staff member has changed roles (e.g. moved into Shared Services positions). Wherever possible their previous manager should conduct the review portion of the PDR. They will also make the recommendation/decision (as appropriate) on any salary increases, and will then pass the PDR documentation to you.
You will then carry out the 2018/19 objective setting and development portion of the PDR. The ongoing changes resulting from the implementation of Shared Services will have an impact on the setting of the objectives for the following 12-months so this part may be delayed depending on the timing of staff appointments to their new positions.
In a changing environment it is critical that regular reviews are scheduled to ensure that the objectives are reviewed, progressed discussed and adjusted where appropriate.
It is expected that both managers will work together for the PDR to ensure continuity.
Normaly reviewers will have their PDR with their own manager prior to undertaking reviews with their staff. This ensures that the broader plans, goals and vision for a Divsion or Department are communicated and aligned with the PDR process.
The PDR process is compulsory for all Professional and Management Band staff.
If staff have been on secondment this could affect who undertakes their PDR. Depending on the timing and duration of the secondment, it may be appropriate for the manager of the secondment position to undertake the review. In all cases, the home manager and secondment manager should liaise with each other to determine how the PDR process will be managed.
Fixed term staff
If it is likely that the fixed term position will continue, then staff should take part in the PDR process. This shall not bind the University to provide employment beyond the term of your current agreement.
It is anticipated that a new performance development and review process will be put in place for 2019/2020 and that work on thsi will commence late in the year.
Salary Increases resulting from 2018/19 PDR
While a fiscal cap will not be applied in 2018, staff salaries will be reviewed using the following criteria:
1. The performance expectation both in terms of outcomes and competencies increases from the bottom of the salary range to the top of the salary range.
2. A one-step salary increase within the appointment range will be awarded when performance is assessed as working satisfactorily towards full competency.
3. An accelerated increase (2 steps) within the appointment range will require an assessment of Exceeds Expectations or Outstanding.
4. A salary increase within the merit range is on the basis that outcomes and the appropriate level of competence has been met.
5. An accelerated increase (equivalent of 2 steps) will require an outstanding assessment. In the merit range it is expected that this will reflect a trajectory of heightened performance.
6. If the manager believes that the staff member is remunerated appropriately, considering their current salary and performance level, their salary will remain at its current level.
7. Staff who have their salary protected and where that protected salary is above the top of the new grade will not receive an increase.
8. All increases will take affect from 1 February 2019.
|Requirements for movement within scale||Progression steps||Required Overall Assessment||Approval level|
|Appointment range||Standard increase||Working satisfactorily towards Full Competency or Fully Competent||Manager|
|Appointment range - accelerated progression||Standard increase x 2||Exceeds Expectations or Outstanding||Director/Dean/PVC|
|Move from Appointment to Merit range||Standard increase||Exceeds Expectations||Manager|
|Move within Merit range - Lower half||Standard increase||Exceeds Expectations or Outstanding||Director/Dean/PVC|
|Merit range - Upper half||Standard increase||Outstanding||Director/Dean/PVC|
|Merit range - accelerated progression||Standard increase x 2||Outstanding||Director/Dean/PVC|
The standard increase in Scale 1 is one step within the appointment range, three steps with the merit range of levels 1-3 and four steps within the merit range of levels 4-8.
Salary review decisions and staff PDR letters
Departmant Heads will conduct salary reviews during the PDR. The outcome of these reviews will be on the PDR form.
Staff in the appointment range will either be:
- Approved for a salary increase; or
- Not awarded an increase should they be assessed as Requires Improvement
Staff in the merit range will either be:
- Approved a salary increase should they be assessed as Exceeds Expectations or Outstanding; or
- Not awarded an increase
Salary increases take effect on the 1 February the following year. Staff who have been approved to receive an increase will receive a letter confirming their increase. In 2018 Human Resources will prepare and send the letters, based on information returned by Departments.