PDR USER GUIDE
University of Bedfordshire’s online
Performance Development Review system
Introduction to the guidance document
This guidance document contains step by step instructions with screenshots to support you using the Performance
Development Review (PDR) system.
The PDR system has been relaunched with a clear focus on aligning individual objectives to the overall strategic goals
of the university, faculty and department, in addition to harnessing personal development and career growth. The
PDR clarifies expectations between the Reviewer and the Employee. It is an opportunity both to reflect upon last
year’s performance, achievements and personal development while looking forward for the next 12 months.
By assessing the previous year’s performance, successes can be recorded and appropriate role related development
needs and opportunities identified. It provides a platform for staff to engage and understand how their role fits with
the strategic plan by agreeing SMART objectives; Specific, Measurable, Agreed, Realistic, and Time-specific. Please
review the ‘Setting Objectives’ video for how to do this.
• Email [email protected] for feedback, questions and queries about the process and if changes are required.
• Log a call to the IT service desk for log on, system errors and technical issues.
Terminology
Employee – staff member’s performance development review record
Reviewer – staff member’s line manager or designated / appointed person
Second Tier Reviewer – line manager’s manager (grandparent manager) or designated / appointed person
FAQs can be found at the end of the document
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Initial PDR meeting flow chart
Prior to the meeting
Employee Reviewer completes
Reviewer creates
completes sections sections A, B(2) & PDR meeting held
‘New Staff Review’
A, B(1) drafts C
After the meeting
Second Tier Notification sent to
Mid year progress
Reviewer completes Employee & Process is complete
review of objectives
& signs section G Reviewer
Final review
The PDR is now ready for the Second Tier Reviewer to review, comment (if necessary) and sign off the PDR.
Employee Reviewer signs
Reviewer completes section F
completes & signs
sections C & D
section E
PDR sections
A = objectives reviewed from last 12 months
B = Personal Development Plan
C = forward objectives
D = summary of review meeting by Reviewer
E = final comments by Employee based on review process
F = final PDR sign off by primary Reviewer
G = post completion comments by Second Tier Reviewer
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Setting up the PDR process each year - for the first time
1. To create the review, the Reviewer must select ‘My Team PDR’
2. The Reviewer must select ‘Create New Staff Review’ and create the new staff review record. Once this has been
completed, this will trigger an email to the Employee, Reviewer and Second Tier Reviewer as the PDR is now
visible and ready to be completed.
3. The Employee, Reviewer and Second Tier Reviewer are now able to access the PDR and complete their sections.
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4. Once you have accessed the PDR system, the employee’s PDR information can be accessed. Previous PDR
information can be found by clicking in the archived reviews.
Useful tips
• To complete the PDR process, each section contains useful icons such as;
This icon allows employees to view previously completed sections/ appraisals
This icon allows employees to edit each section
This icon allows employees to add information into section
This icon allows employees to save each section
• Employees can now search courses by category in iTrent and the Learning and Development Catalogue, in line
with the PDR CPD course categories found in sections B.
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PDR mid-year review guidance
To access and update a mid-year review:
Select Section C, Part 2. The objectives set during the initial stage of the process have been pulled across
into this section. They can be amended by selecting this icon.
Just above this you will see this icon. If you select this icon, you will be able to add additional objectives
to the mid-year review.
Mid-year review flow chart
Log into the PDR Review the previous Both parties to note If relevant,
system and select objectives set in the comments against each additional objectives
Section C, Part 2. initial review. objective and agree a final may be added
version of that objective or
note that it has been
completed or is no longer
relevant
Note: If objectives have not been met then a further meeting may be booked to discuss support needed/provided to
help meet the objectives.
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Summary
Whilst it is expected that each staff member has an end of year review meeting with their line manager, this should
not be the only occasion when the objectives and development needs are reviewed. Local records of line
management one to one meetings should be kept.
Once the end of year PDR meeting has been completed and the Reviewer has added their comments, the Employee
can access their PDR to add their final comments and sign off their sections. The Reviewer will then be able to sign
off the PDR, which will ‘lock’ the PDR system. Once the PDR has been locked, no further changes or edits can be
made by the Employee or Reviewer.
The Second Tier Reviewer will then receive a notification to review and sign off the PDR. The Second Tier Reviewer is
expected to reflect on the quality and the content of the PDR. They may wish to add final comments.
Frequently asked questions
What are my login details (username and password)?
Your login details are the same as your university credentials.
Can I download / print my PDR?
Yes, you can download / print your PDR from within your review. This can be done by clicking the ‘PDF Download’
icon as shown below:
How do I access the PDR from outside the University campuses?
The PDR can be accessed both internally and externally. Go to https://pda.beds.ac.uk to log into the system.
Alternatively, you can access the system from the bottom of the in.beds page as shown below:
Who can view my review?
Your review can be viewed by both yourself and the Reviewer. The review is also accessible by the Second Tier
Reviewer.
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How do I change my review date on the system?
If your review took place on a different day than the form states, the Reviewer can change the date by selecting the
icon in the ‘Employee Details’ section below:
Do I need to send my review to HR?
No, there is no longer a need to send sections of your review to the HR Department.
Is there an overall rating?
The performance against objectives in each review will be given an overall rating. The levels are:
• objectives not fully met
• objectives fully met
• objectives exceeded.
In determining an overall rating, a holistic view should be taken. For example, an employee may have delivered
exceptional performance against, say four objectives while not fully achieving the remaining two. This performance
could be assessed holistically as ‘objectives fully met’.
Who do I contact if I have a problem completing a PDR?
Technical issues should be logged on the ICT Service Desk, whilst all other queries can be directed to [email protected]
I cannot see my PDR record
Click on ‘My PDR’. If there is no Review there, check that your Reviewer has set up your record for this year.
I’m a Reviewer and I cannot see ‘My Team’
On the homepage of the PDR system, you should be able to see a blue button saying, ‘My team PDR’. If you cannot
see this please email [email protected] to check that you have the right role assigned.
Am I Reviewer and have located ‘My Team’, but am missing an employee in the drop-down list
Please email [email protected] to confirm assigned reporting lines.
I created a review record in error. How do I delete this?
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To delete a duplicate or review record, please email [email protected] and include the review ID number for the
record you wish to remove.
Is there a maximum number of words or characters that I can use?
Yes, there is a maximum of 3,000 characters. If you exceed this, the system will not allow you to save your text.
My objectives changed during the review year. What do I do?
There will be an opportunity to review and change objectives at the mid-year review.
Secondment FAQs
If I am currently on secondment, who does my PDR - my substantive line manager or secondment line manager?
The person who is your manager at the time the end of year review is due, is the person who undertakes the PDR.
I have been on secondment for four months and am now back in my substantive post, do I need a new PDR
record?
No, one record is sufficient as the secondment objectives can be recorded either in the objectives section or
achievement section of the PDR record. Objectives relating to your main role can be added at any time.
Probation FAQs
I am on probation. Do I need a PDR?
No, the probation booklet is capturing, reviewing and monitoring progress on your objectives during PDR. At the
end of your probation, your manager will create a PDR record for you, allowing you to enter your future objectives.
My probation finished part way through the review year. Do I need a PDR?
Yes, once your probation period has been completed a PDR record should be set up by your manager and will
capture your future objectives. The end of year review meeting should take place in the normal way, recognising it’s
a partial PDR cycle due to probation being successfully completed during the year.
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