Performance Development Review (PDR)

Frequently Asked Questions (FAQs)

• Background Information »
• Roles »
• The PDR process »
• Evidence Gathering »
• Objectives »
• Behavioural Competencies »
• Personal Learning & Development »
• The Future .. »

Personal Learning & Development

• Q. Is the new process linked to training and development?
  Yes, this is a very important part of the new process. Reviewees are encouraged to identify their own development needs and to discuss how best to address them. Where needs have been identified, a development plan will be proposed by the Reviewer and considered for authorisation by the Manager. Because the process is electronic and the PDR record can be accessed by the Reviewee, it will be easy to monitor the progress of development plans. The PDR module is linked to the Training module within the HR system and, if required, nominations for training courses can be made within the Personal Learning and Development Plan (PLDP) section of the PDR.
• Q. How will training needs be prioritised?
  The Manager is responsible for prioritising training needs, taking into account their relevance to current or future roles, wider availability of the skill required, abstractions, etc.
• Q. Can staff include development needs not related to their current role?
  In general, development needs should relate to an individual’s current or imminent role. Nevertheless, if a Reviewee wishes to highlight a less relevant or pressing need, they can do so. This need will, however, be prioritised in the same way as other, more relevant training needs and may not attract the same level of support.
• Q. How do we avoid over nomination for training courses in the new PDR process?
  Reviewers must be realistic when proposing development plans, and they should bear in mind that formal training is only one of many options when addressing development needs. Managers, too, will have to consider implications and alternative options prior to authorising proposals. Forces/Organisations will have their own processes for allocating places when training courses are over subscribed.

The Future

• Q. How will the process be tested?
  The process was tested during a six-month pilot in the Grampian Police area.  This pilot included all Police Officers and police staff whose PDR’s were due throughout the period and provided a meaningful test for all aspects of the system. Throughout the pilot, the process was reviewed by both the National PDR team and external, independent evaluators.
• Q. What has happened since the pilot has been completed?
  An independent evaluation of the pilot was completed and a report submitted to ACPOS Council. The report covered all aspects of the process, with any changes or adjustments required made prior to further implementation. The Evaluation Team found the PDR 'fit for purpose' and recommended extended rollout.
• Q. What are the future plans for implementation of PDR across the Scottish Police Service?
  PDR is already in use within Grampian and Fife, utilising the HRS IT system. SPSA, Strathclyde and Central Scotland Police have implemented using the SCoPE IT system and Northern, SCDEA and Dumfries and Galloway are online to implement in the coming months. Tayside is currently considering its implementation plans and Lothian and Borders will follow after convergence onto the SCoPE IT system.