Your feedback is shaping the future of our PDR

We asked for your feedback on the PDR process, and you delivered! Over 560 of you responded to the survey, and a number of you participated in focus groups. Thank you! Your honest insights are now the driving force behind the redesign of our performance development review (PDR) framework for launch in 2026.

What We Heard

It's clear that the current annual PDR process isn't meeting your needs. You told us that:

  • The process often fails to provide a clear understanding of performance expectations and how your work contributes to the bigger picture – your team, department, and the University as a whole.
  • Many of you feel you don't receive regular feedback outside of the formal review.
  • The PDR doesn't make you feel valued or recognised, and it doesn't effectively support your professional growth and career development.
  • You're generally neutral about the fairness and objectivity of the process, and you don't think the time invested is worthwhile.
  • Feedback on areas for improvement isn't always helpful.

But it wasn't all negative - you also gave us a clear picture of what you feel a good PDR process should include:

  • Clear performance expectations.
  • Regular, meaningful check-ins with managers.
  • Constructive feedback that helps you grow.
  • Career development discussions that support your aspirations.
  • Collaboration in setting goals.
  • Opportunities for self-assessment and reflection.
  • A fair and transparent evaluation system.
  • Recognition of your achievements.
  • Actionable feedback on areas for improvement.
  • Continuous feedback throughout the year.

The focus groups built on this, highlighting the need for:

  • A move away from a rigid, one-size-fits-all approach to a more flexible, hybrid model that acknowledges different roles and career stages.
  • Solutions that are mindful of managers' workload and resource constraints.
  • consistent processes and adequate training for everyone involved.
  • The ability to have separate conversations about performance and development.
  • Efficient systems to manage feedback and minimise administrative burden.

Designing the New PDR

Your feedback is key as we design the new PDR framework. Our priorities include:

  • Embedding continuous feedback and regular check-ins into the process.
  • Ensuring objectives are clear, aligned, and understood.
  • Strengthening support for your career development.
  • Improving how performance is recognised and valued.
  • Providing line managers with the training and resources they need to effectively support their teams.
  • Striving for fairness and objectivity in evaluations.
  • Making the process more efficient and valuable for everyone.
  • Delivering constructive feedback on areas for improvement.

While the annual review is likely to remain a component, we envision it as part of an ongoing conversation rather than a once-a-year event.

Be Part of the Change

We'll be piloting the new PDR process soon and are looking for enthusiastic departments, schools or teams to participate. If your area is interested in helping us shape the future of performance development, please get in touch at hr-projects@york.ac.uk