Reviewee guidance notes: using the competencies for your PDR

Self assessment: how to use

This scheme is designed to be flexible and user friendly, and to improve the way we look at learning and development needs for all of our staff.  Although we have offered guidance on when this form should be used, this is a minimum requirement.  The form can be used more frequently, when required, as a way of identifying core learning needs and, importantly, should meet the needs of the situation, for example as part of the induction process for new members of staff or staff new to role.  Line managers may also choose to review this on a more regular basis, during 1:1 meetings with team members, for example.  For further guidance on the competencies themselves, please see the Competencies Guide

The process - you complete the form

Two weeks before your review you will hand your reviewer a copy of your form.  This requires you to complete a self assessment against each of the 8 competencies at the level appropriate to your job (see guidance notes). The guidance on the competencies provides an explanation of what the competencies mean for staff, supervisors/team leaders, managers and top managers.

You should allow sufficient time to undertake this, and answer in an honest and open way, as the information gleaned is designed to be used to help you with your professional development, enhancing your skills to help you become more effective in your role.  You should tick the score that you most agree with, and may also consider, where appropriate, what the priorities are for you.  Generally though, the competencies are 'core' and therefore linked, and will be appropriate in a lesser or greater way for all staff.  We have our own specialist areas, not included here for obvious reasons, but the competencies are the skills and behaviours that we agree we all have in common.  There is a separate space for technical and specialist development needs.

This exercise is designed to be a simple self assessment of what you think your capabilities are against each of the competencies, and the purpose for completing this is to help you and your line manager agree a personal development plan for you using this system.

Line manager considers the form

Your line manager will consider what you have said about yourself on the form and he/she will create an agenda for discussion at the review using this information.  They may not agree with all the things you have said, and in some cases this means that they think you are stronger in some areas than you claim, and in others in need of more support than you claim.  Any difference of opinion should not be seen as negative or a chance to criticise, but as a positive opportunity to have an honest and open discussion about your personal development.

At the review

When you come to discuss the self-assessment at the review you should consider any observations that you have made and be prepared to discuss your future development, progress or both.  Where you have identified and agreed a prioritised development need you will then be able to plan how to action this and by when.  Your discussions with your line manager should centre on the approach you take and when it will be reviewed.  Any notes can be made in the line manager's comments box alongside the 8 competencies, and more detail provided on the Personal Development Plan stage 2 form.  Any additional notes should be attached on a separate sheet.