The Performance of individuals and teams is of paramount importance within the University, to ensure that we deliver the University Strategy and academic sub-strategies. This page provides access to all the information required for all colleagues to engage in meaningful Performance and Development Review (PDR) conversations, with a view of providing direction, support and development to enable every individual to understand their personal contribution.
The section below provides access to the relevant documentation and supporting information for the appropriate role.
Performance and Development Review (PDR) is integral to enabling University Performance, since delivery on individual objectives should enable delivery on organisational objectives. Please note, following the launch of e-PDR the Professional Services areas should be using this system to manage their performance and development reviews. This does not apply however to Manual & Ancillary staff groups and also some Professional Services support staff residing within schools who report to an academic staff member. These groups still need to use the standard forms below. If you have any queries in relation to this please enquire with your line manager in the first instance.
The PDR process allows managers and their team members to identify both: clear and measurable objectives which will contribute to delivery on divisional outputs, and, career aspirations which will ensure individual growth and ongoing capability. The following documents support managers with embedding this process:
The e-PDR system was introduced to faciliate the Performance and Development Review cycle within the Professional Services areas, from the 2015/2016 cycle (*). If you select the link below you will be able to access the system, which will allow you to capture your SMART objectives, identify areas to develop from the Salford Competencies, and track your achievements throughout the PDR year. From this page you can also access e-learning materials to support you navigating the system and understanding its benefits, certain sections of this e-learning should be completed before attempting to use the system, please see the page for further details:
(* please note, the e-PDR sysyem does not apply to Manual & Ancillary staff groups and also some Professional Services support staff residing within schools who report to an academic staff member. Performance and development reviews for these groups need to be completed using the forms in the section above).
At the beginning of the 2018/19 PDR cycle The Salford Behaviours will be introduced to the e-PDR forms for professional service colleagues, replacing the previously adopted Salford Competencies. As part of your PDR conversations we encourage you to explore the most important and/or relevant Salford Behaviours to your role and discuss how these will be demonstrated over the review period. We encourage you to pick at least 5 of the 10 behaviours. At the end of the PDR cycle you will be assessed against these behaviours based on the frequency you display them.
The Performance Improvement Process (PIP) is in place to ensure the required levels of individual performance are maintained. A line manager is responsible for identifying instances of under-performance and addressing these through the University Performance Improvement Procedure, which is also available below. The pro-active management of individual under-performance is essential in ensuring the University remains on track in achieving its strategic aspirations: