performance and  development review (PDR)

Whatever you do at Leeds Beckett and whatever you aspire to, your PDR is your time to have a meaningful conversation.  It’s an opportunity to make a difference to your world at work.  

PDRs focus on you; your wellbeing, what you have achieved, where you are headed and how you can contribute here.

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Female colleague smiles whilst in meeting

pdrs for 2021-22

This year we have worked with colleagues from around the University to refresh our approach to PDR and provide a new online system within iTrent to support conversations.  We have also added additional resources to support colleagues to focus on conversations about their wellbeing, their role and their development – find out more about these below.

Our guiding principle for PDRs remains the same - that PDR discussions between individuals and their manager take place in a way that suits everyone. The steps below outline our suggested approach to the conversation:

male colleague smiling at another colleague

A real understanding is gained, or built on, in relation to the individual and their wellbeing. How they’re feeling about work and any changes that they have experienced and how they’re taking care of their physical and mental wellbeing are all really important areas to focus on.

Male and Female colleagues smile whilst sat at laptop / taking notes

Colleagues feel valued, have the opportunity to both give and receive feedback and are recognised for their contribution and achievements, especially in the context of uncertain and challenging times.

Colleagues enjoy a coffee in social space

Individual areas of work/objectives are clear and aligned to the School/Service's plans. Priorities and outputs are discussed for the short, medium and long term as much as possible.

Three colleagues chat around a small table whilst taking a meeting

There is an opportunity to discuss the future skills and behaviours required, how to meet career aspirations and any additional support and development the individual might need relating to either their wellbeing or work priorities.

A real understanding is gained, or built on, in relation to the individual and their wellbeing. How they’re feeling about work and any changes that they have experienced and how they’re taking care of their physical and mental wellbeing are all really important areas to focus on.

male colleague smiling at another colleague

Colleagues feel valued, have the opportunity to both give and receive feedback and are recognised for their contribution and achievements, especially in the context of uncertain and challenging times.

Male and Female colleagues smile whilst sat at laptop / taking notes

Individual areas of work/objectives are clear and aligned to the School/Service's plans. Priorities and outputs are discussed for the short, medium and long term as much as possible.

Colleagues enjoy a coffee in social space

There is an opportunity to discuss the future skills and behaviours required, how to meet career aspirations and any additional support and development the individual might need relating to either their wellbeing or work priorities.

Three colleagues chat around a small table whilst taking a meeting

When PDRs take place

  • All colleagues should have their PDR discussions between 1 July 2021 – 31 January 2022. 
  • 1:1s connected to objectives, plus any updates to PDR objectives, will of course continue throughout the year at times that most suit individuals and their managers.
Online PDR System

From July 2021 all colleagues are able to document their PDR outcomes within iTrent.  This improved access to PDR information is all via Employee and Manager Self-Service.

You will notice that the PDR form and objectives are recorded separately in iTrent.  The simple form, called ‘PDR Lifecycle’, is used annually to record the PDR discussion date and capture a summary of your conversation.  The separate Objectives section then provides the ability to set, share and update progress on objectives throughout the year.

Our PDR conversations map explains when to access the system during your PDR discussions.

In addition to the range of short video guides and written guides available below, the HR Data and Insights Team are pleased to offer a number of bookable one-to-one drop in sessions. These virtual sessions aim to assist with any outstanding system queries you may have regarding using iTrent to record the PDR discussion and objectives. To book an available 10-minute slot, please add your details to the drop-in session booking form.

I found the PDR online module thought provoking and will reflect on the approach. I would absolutely recommend this as a refresher for any colleague.

Reviewer, Carnegie School of Education

Everything you need to know

Read our FAQs

Helpful resources for your PDR

The additional user guides and videos below relate to a specific PDR form/lifecycle process for colleagues in CARES. 

The process for recording and updating objectives is the same for all colleagues, so the Objectives user guides and videos that can be accessed via the tab above and videos section of this webpage are still relevant to colleagues in CARES.

The additional user guides and videos below relate to a specific PDR form/lifecycle process for colleagues in CARES. 

The process for recording and updating objectives is the same for all colleagues, so the Objectives user guides and videos that can be accessed via the tab above and videos section of this webpage are still relevant to colleagues in CARES.

PDR system support

all other pdr enquiries