The PDR has been developed to provide support for the ongoing performance management of all Civil Servants. It allows staff to reflect on, and assess, how they have performed over the previous 12 month period. It also allows staff to plan ahead by identifying any development required for them to become more effective in their job and to progress on their chosen career pathway.
Participation in the PDR scheme is mandatory for all Civil Service staff regardless of grade.
Process
The PDR scheme runs annually from the 1 April to the 31 March and includes the following elements:
Competency framework
There are 6 areas in which all Civil Servants are expected to show competency; Leading and Working Together, Communicating and Influencing, Achieving Results, Delivering a Quality Service, Changing and Learning, and Showing Commitment and Resilience. The level of competency expected depends on the civil service grade. The use of competencies provides a consistent and objective base for performance and development review across the Civil Service. It allows staff to demonstrate knowledge skills and achievements against transferable standardised competencies, which aids and enhances career development.
Performance ratings
Ratings record the level of performance achieved against each objective and competency. The manager considers these when making an overall assessment of the individual’s performance for the review period. In order for incremental pay progression to occur staff must achieve an overall rating of Good, Very Good or Outstanding. Staff may find further information on the Civil Service PDR scheme including guidance documents, detailed information regarding the competency levels, the performance ratings, appeals process, and a downloadable form on the Government intranet.
This post was last modified on 24.01.2019 08:12
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