PDR Reviewer skills

Clive Betts

Purpose of PDR

• Performance

discuss RoM, ACCELERATE, Peer Dialogue…

discuss goals: looking back and planning ahead

identify and note achievements

identify and note gaps in experience, opportunities, outcomes

• Development

support and guidance for career development

• Reviewdetermine actions going forward which will help to achieve the identified goals

The Role of the Academic Lead

The Academic Lead is not a line manager….

…..but is a key source of guidance, support and

advice….

….about expectations of academic standards at the

University of Exeter.

The Academic Lead is accountable to the Head of Discipline in the College. His/her principal responsibilities include:

• Ensuring newly appointed academics receive an effective induction in the College

• Providing quality mentoring support to assigned academics in their discipline

• Carrying out Performance Development Reviews for relevant staff in their discipline, working closely with Heads of Discipline, Directors of Education and Research to ensure meaningful targets are set

• Supporting new lecturers during the Professional Development Programme (PDP) by providing advice and guidance

The Role of the Academic Lead

• Set the scene – why are PDRs important, what’s going to happen when

• Read what they have put on their form

• Offer suggestion for key areas for discussion

• Support the reviewee

• Listen, give perspective

• Offer advice and guidance where necessary

• Agree actions

• Sign the form

The Role of the Reviewer

• Preparation

• Time

• Place

Hygiene factors

PDR in practice – the coaching style

Non-Directive Directive

Listen Summarise Question Suggest Advise Tell

PDR in practice – GROW

G

R

O

W

Goals

Reality

Options

Will/What/When

Solution focused coaching

Being a mentor

Mentoring is best performed by someone who has trodden the path of the mentee before them, whether this refers to the whole scope of an academic career, broader experience outside the University, or a specific current concern.

Mentoring skills

Goal clarity

Conceptualising

Self-awareness(understanding self)

Sense of proportion/ humour?

Interest in developing others

Behaviouralawareness

(understanding others)

Relevant Business/ organisational experience

Committed to own learning

Relationship management

Mentor

Empathy

Mentoring knowledge

Work area specific

Related work areas

Politics, culture, networks, contacts, people

Progression, CPD

Opportunities, policies

Life choices

The bigger picture

The mentoring three stage model

I don’t understand this

There’s this problem with…I’m not sure what to do next

Where can I go for this

Who can help me with this

I’m confusedMy career….

Solutions, actions

Problems/unrealised potentialEXPLORATION

NEW UNDERSTANDING

ACTION PLANNING

Alred, Garvey & Smith 2006 Mentoring Pocketbook. Management Pocketbooks, Alresford

Promotion of learning

PDR Summary & Timeline

March/April

•Start of annual cycle –following RoM

•Meeting arranged by Reviewer

•PDR form completed before meeting

PDR meeting

•Put Reviewee at ease

•Agree timing

•Agree who will write up

•Complete by July

Follow – up

•Your actions

•Feedback to SMT

•September monitoring meeting