Performance at Work

   
   

Performance management is an ongoing process of communication and feedback between a manager/reviewer and an employee/reviewee that occurs throughout the year, in support of accomplishing individually defined objectives to contribute to the overall strategic objectives of the University and to support fulfilling individual development objectives, and competencies.

This approach enables the development of a high performing culture in which staff performance can be managed, supported, rewarded and enhanced effectively. This is a key aim of the People Strategy to support the delivery of GS2020. These pages provide managers and employees with good practice guidelines on various aspects of performance management including the PDPR (Personal Development and Performance Review) process.

PDPR is the process used by the University of Nottingham as part of a wider performance framework to ensure that individual staff:

  • Are clear about their goals and expectations.
  • Have development opportunities identified that will benefit them, the team and the University as a whole.
  • Are provided with feedback on an on-going basis relating to their contribution and performance against the required standards, to aid ongoing recognition, support motivation and help identify potential improvement requirements.
  • Have the opportunity to discuss career development and are supported to meet their career aspirations.
  • Are rewarded in line with University policy based on their overall contribution.

The following sections are aimed to provide guidance and support to managers/reviewers and role holders relating to PDPR, covering both the specifics of the annual PRPR process as well as additional information and guidance intended as wider reference material if required.

 
 

 

Please note that Clinical Academics and O&F staff have specific performance processes relating to these staff groups, information can be found below.

 
Last edited Aug 16, 2017