Your Performance and Development Review (PDR) should give you the time and space to help you:

  • Reflect on the last year, what you have achieved and how you have achieved things
  • Think about your objectives and aspirations for the year ahead
  • Explore opportunities to develop yourself further 

Your PDR conversation should build on those you have had regularly through supervision, where you have discussed your objectives and how your working life is going; recognising what is going well and where things can be improved.

We have made some changes to the PDR paperwork this year as a result of your feedback. The changes aim to simplify the process and support meaningful conversations with your reviewer to help you enjoy and do your job to the best of your ability.

Your 2021 PDR should take place between 1 April and 31 December and you should allow plenty of time for a good, quality conversation, so please make sure you speak to your manager or reviewer about booking in your PDR.

For 2021, your PDR should be completed between 1 April and 31 December. This has been extended from 30 September to take into account the significant change which has taken place as part of the transfer to Mersey Care and to align with the 2021 appraisal timelines for the rest of the organisation.

Your PDR should be logged on ESR once completed. Instructions on how to do this can be found on the related pages section.

It is also important to ensure that the electronic team training needs form, which influences what training will be provided the following year, is completed by the end of December and returned to:

Your PDR reviewer will be trained to undertake PDRs and have the authority to do so. Your line manager may delegate this responsibility to someone else who has a good understanding of your role. This is because we aim to give all staff the best possible PDR experience. Best practice indicates that one reviewer should complete up to 10 reviews effectively. Any more than this, and it could impact on the quality of the PDR, so, if you are part of a large team, one of your supervisors may undertake your PDR with you.

It is recommended all new members of a team have a PDR discussion within one month of coming into post and have agreed objectives within three months. Where the move is as a result of a transfer, it is recommended a handover takes place between incoming and outgoing managers to ensure the staff member still has an individual, meaningful review.