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Performance Development Review Process

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Elise Heydon

on 10 August 2015

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Transcript of Performance Development Review Process

The Performance Development Review Process
Perform, Grow, Develop, Innovate
Full Year Review

How To Access Your IDP

Full Year Employee Review

Schedule time and book a quiet room
Plan/Reherse the conversation
Use PDR documentation as an aid
eye contact
and a positive attitude
Begin with
and then discuss
development areas
Avoid judgmental comments and personal remarks
and simple words
to support feedback
to the employee’s comments and reactions
End on a positive note;
feedback and highlight next steps regarding goal-setting and individual development planning

Mid Year Review

Capturing Your Objectives Through SuccessFactors
Creating an Individual Development Plan (IDP)

Meet with manager to
objectives and IDP
Create/Edit Objectives
Create Development Goals
Review and finalise PDR Form
Step 1
Objective Setting & IDP Creation (July)

How to access SuccessFactors
to organisational and team objectives
What is the benefit of PDRs?

goals, measures, time frames and areas for development

Establish a
understanding about the results to be achieved by:

the organisation
the business unit
the team
the individual

What is the Performance Development Review (PDR) Process?


What is the PDR Process?
What is the benefit of PDRs?
The PDR Lifecycle
Objective setting
Mid year and full year reviews
Manager and employee responsibilities

Mid Year Performance & Development Discussions

Full Year Performance & Development Discussions

Agree new objectives and development plans
Salary Reviews
Update Profiles
Talent Reviews
ExCo Mid Year Talent Update

Talent & Performance
Life Cycle

Meet with employees to
objectives and IDP
Create and cascade objectives online
Finalise Employee’s PDRs

Key Activities

Align objectives to our four performance pillars
An objective is a statement that clearly identifies:
What an individual needs to do and achieve their role
What results are expected
How you will achieve these results (values)
Ensure your objectives are SMART!
Short, medium and long-term career goals
Areas for development
Challenges faced in the current role
Competencies required for current or future roles
Recommendations for formal and informal training options that best match learning style
The objective of this phase is to:
Communicate and provide
about the
of objectives and development
Adjust objectives and IDP to reflect any necessary changes
Identify any areas that need to be addressed
Discuss and agree further development steps or corrective action
Make the Review Valuable
Employee Mid Year Review
At the start of a new Fiscal Year(June/July)
Following the successful completion of a probationary period.
When an employee commences in a new/different role.

Overall, good PDRs increase employee
and job satisfaction
track performance
and honest
regarding employee (and manager) performance and development
objectives, measures, development areas and behaviours
Objective Setting Occurs:

Managers and employees should discuss and then document:
Performance Rating Scale
1 - Unsatisfactory
Has not met objectives

Employee does not accomplish most or all position objectives.
Needs constant coaching to improve performance.
Does not consistently demonstrate many of the competencies required for the role and requires significant development.

2 - Needs Improvement
Employee does not adequately accomplish key objectives nor fulfill all responsibilities.
Demonstrates many of the competencies but needs development in key competencies to meet position requirements.
May require more coaching to meet position appropriate expectations.
Has not demonstrated the ability to respond to unusual or unanticipated issues effectively.

3 - Meets Expectations
Employee consistently meets but does not exceed performance objectives.
Fully demonstrates the competencies required for the role.
Often uses mentoring and coaching to improve others and/or own performance.
Responds well to unusual and unanticipated issues.
Demonstrates the ability to keep pace with business change and the increasing demands of the position.

4 - Exceeds Expectations
Has exceeded most objectives

Employee exceeds performance objectives on a regular basis.
Fully demonstrates the competencies required for the role.
Employee is making a valuable contribution to the company.
Errors are infrequent and are typically detected and corrected by the employee.
Often uses mentoring and coaching to improve others and/or own performance.
Shows initiative beyond expectations in most aspects of the position and responds well to unanticipated issues.
Continually responds to the increasing challenges of the position and the environment.

5 - Significantly Exceeds Expectations
Has consistently exceeded all objectives
Finalisation of PDR Score
At this time you will record the rating of each objective in the space allotted, and designate an overall score for those objectives. The Performance Rating Scale will help you determine the appropriate rating.
Has met some objectives
Has met all objectives
Employee consistently exceeds performance objectives with virtually no detected preventable/controllable errors.
Excels in demonstrating the competencies required for the role.
Makes significant contributions well beyond normal job responsibilities.
Individual requires little direction or supervision.
Proactively initiates changes and understands impact of work area outside of own business unit.
Always Mentors and is a role model for others.
Results add significant value to team, business and customers.
Demonstrates diversity of thinking and application.
Continues to grow the position.

Results are the primary focus of the Year-End Review. During this meeting both manager and employee should:

Review and discuss progress made against each objective
Rate each objective using the performance rating scale
Rate overall performance and behaviour
Review and discuss progress made on development plan
Engage in career conversations
Accessing your objective plan & Cascading Objectives
Capturing Your Objectives Through SuccessFactors
Accessing your objective plan & Cascading Objectives
The Objective Setting Wizard
Copy Objectives From A Previous Plan
The Objective Setting Library
Submitting Your PDR Form
Manager Approval
Manager Mid Year Review
Get Feedback!
Full Year Manager Review
Calibration, 1:1, Manager Sign Off
2nd Level Manager sign off
Employee Signature
It is recommended that managers (peers) in the same team get together. to calibrate performance ratings.
This should be facilitated by your HR representative
The aim of these sessions is to ensure that no manager is scoring more generous or harshly than the other
It also helps to ensure that PDR distribution isn't skewed when compared to business results
Full transcript