PDR objectives can be split into two categories; performance and development.

Performance Objectives

Performance objectives are related to the specific duties or tasks included in the Reviewees current role. Setting these objectives means Reviewee's know what is expected of them in their role, and Reviewers know they are prioritising the right things, as required by the School or Professional service.

Performance objectives should be:

• Linked with the University strategic plan, through School or Professional service implementation plans and also through team plans.

• Focused on direction and will be used to assess performance levels at the end of the review period.

Specific
• Is there enough detail to ensure clarity for Reviewer and Reviewee?

• Would another Reviewer be able to clearly understand what was agreed the following year?

Measurable

• How will you know when the objective has been achieved?

• What indicators would show progress towards achievement?

Achievable

• How can the Reviewee accomplish the objective?

• How realistic is the objective, based on other constraints, such as financial factors?

Relevant

• Does it fit with the Reviewee's role and grade?

• Does it fit with the University strategic plan?

Timebound

• If the achievement date goes beyond the timescale of the next review, what milestones can be identified to measure in the time frame?

• Are dates realistic?

Development Objectives

A key element in the PDR process is the creation of development plans, through setting development objectives.

Development activities identified through the PDR process are likely to fall into the following categories:

• Development objectives to assist the individual in achieving their performance objectives.

• Development objectives set so that an individual can improve their performance from a position of achievement.

• Development objectives identified so that an individual can achieve their career aspirations.

It is important to remember that development is far broader than attending training courses. There are a number of other development opportunities staff can explore, including: mentoring; coaching; job shadowing; secondments; online learning and personal development courses.

Training and development opportunities provided by the University can be found on the OD Hub.