Performance Development Review (PDR)

Behaviours

Assessing behaviours is at the heart of the culture change we, as an organisation, want to achieve.  Research on behaviours was conducted, within both the private and public sectors, and the behaviours included are the ones the Scottish Police Service value, and describe where, as an organisation, we want to be in the future.

Behaviours are not new to us, they were included in PABS.  However, now for the first time, people will be specifically measured against the standard set within a behaviour, rather than against each other or a supervisor's personal standard.  This should lead to a more transparent system, more openess and legitimise challenge on performance.

Behaviours are set at three levels, Essential, Supervisory and Managerial, and allocation will be dependent on the post or rank you hold.

See the Behaviours documents below to view the behavioural descriptors and indicators for each;

• Behaviours set for ESSENTIAL USERS »
• Behaviours set for SUPERVISORY USERS »
• Behaviours set for MANAGERIAL USERS »
  

NB A key feature of the PDR system is the principle of “Reporting by Exception”. Where a Reviewee is considered competent in their role, no additional supporting or explanatory comment is required. Only when a Reviewee exceeds or does not achieve competence, evidence MUST be provided to substantiate the grading given.