Purpose of the Performance and Development Review

The purpose of a PDR is to:

  • review last year's performance
  • agree objectives and identify priority tasks
  • outline personal development plans
  • provide a framework within which the probation discussion can take place

For the Reviewer

The PDR process builds relationships. It gives you the opportunity to review performance against academic unit/service unit goals and to plan for the future. It also provides facilities for mutual understanding of the reviewee's role. PDR is not an opportunity to break bad news, reprimand or compare staff. It should not be an attack on the personality of the reviewee.

For the Reviewee

PDR gives you the opportunity to have honest and constructive meeting about performance. The meeting is based on performance, not who you are and is an opportunity for recognition of efforts. The PDR is a two way communication. It allows the reviewee to give feedback to the reviewer also.

It is an opportunity to recognise future training and development needs and to set standards and targets. The meeting is confidential and encourages honesty and openness.


In making assessments reviewers and reviewees must:

  • not discriminate on grounds of gender, race, age, religion or marital status
  • avoid stereotyped expectations resulting in bias
  • promote equal opportunities by encouraging everyone to realise their potential
  • support individuals by intelligent use of training and development