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Performance and development

Setting expectations, reviewing performance and supporting team growth.

Great work happens when you and your team talk regularly. The University’s approach to managing teams focuses on building supportive partnerships through ongoing coaching. Together, regular check-ins and the annual review create a safe space to speak honestly about progress, celebrate success and support individual growth.

Learning and development pathways

The PDR process has been revamped for the 2026 cycle.

These learning pathways provide essential context on what's changed and the rationale behind it, as well as foundational guidance for your review. Complete the relevant pathway as your first step.

For all staff (coming soon)

This training will help you take charge of your own development and drive your growth.

For managers and reviewers

Guidance to help you coach effectively, lead without ratings and hold meaningful conversations.

The annual review

Guidance to help you prepare for the yearly performance and development review (PDR). This high-level checkpoint is an essential time to step back, evaluate the big picture and map out the overarching goals for the year ahead.

Annual PDR overview

An overview of the PDR process and what to expect.

Coordinating reviews in departments

Timelines and processes for managing whole teams.

Frequently asked questions

Confidentiality, links to other processes and more.

Regular check-ins

How to hold effective everyday conversations, set objectives and drive continuous growth. This guidance helps you use regular one-to-ones to keep you moving towards the big-picture goals set in annual reviews.

  • Setting expectations
    How to establish clear goals, agree on objectives and align with departmental plans or job descriptions.
  • Reviewing progress
    Guidance for having an effective one-to-one, discussing progress throughout the year and identifying development needs.
  • Giving effective feedback
    Best practices for delivering constructive, supportive and growth-focused performance feedback. 
  • Supporting career development
    How to discuss long-term career ambitions and connect staff with practical opportunities for development. 

Performance outcomes