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CONFIDENTIAL Personal Performance and Development Review (PPDR) Form (Level 7 staff) Full Name: Post Title: Staff Number: Date of Review: Reviewer: PART 1 1.1 ACHIEVEMENTS (to be completed by individual being reviewed) Please note and comment on the achievement of your agreed objectives over the review Period, with additional achievements you have made including external consultancy work. Objective not Objectives set and metrics to Achievements against objectives met, met or measure achievement exceeded. University of Southampton (Human Resources) – revised October 2009. Objective not Objectives set and metrics to Achievements against objectives met, met or measure achievement exceeded. 1.2 IMPACT OF EXTERNAL FACTORS Please note and comment on any external factors or other difficulties that have impacted on your level of performance against the above objectives. University of Southampton (Human Resources) – revised October 2009. PART 2 2.1 EXPECTATIONS (to be completed by individual being reviewed) Please explain what you expect to do in the coming period. This will form the basis of a discussion, which will lead to agreed objectives for the coming period. University of Southampton (Human Resources) – revised October 2009. 2.2 PRIORITIES (to be completed by Reviewer) The reviewer will discuss the individual’s expectations as listed above and should also include any expectations of the individual they may have. All expectations should relate to the individual’s performance against the appropriate Career Pathway Skills, Capability Standards, Job Description, Person Specification and Comparison Metrics (where appropriate). Following the discussion, the objectives for the coming period will be recorded. These objectives will be the basis of the next review meeting and will be monitored by the reviewer throughout the period. Objectives and metrics to measure achievement Completion date University of Southampton (Human Resources) – revised October 2009. 2.3 PRIORITIES FOR LEARNING AND DEVELOPMENT (to be completed by the Reviewer) Priorities should link to the achievement of objectives and/or enhanced performance. This information can inform the School Staff Development Plan where priorities and costs will be identified. Priorities for Learning and Development Completion Date Learning priorities should take advantage of a variety of options, including on the job training, coaching, shadowing, secondments, project groups and courses. University of Southampton (Human Resources) – revised October 2009. PART 3 3.1 SUMMARY OF OVERALL PERFORMANCE Reviewer will comment on overall performance throughout the review period. This will include performance expectations of the individual in relation to their Career Pathway Skills, Capability Standards, job description, Person Specification and Comparison metrics. This information will be used to inform recommendations to changes in base pay or the Capability Procedures. The information may also inform development outcomes. 3.2 OVERALL PERFORMANCE RATING Overall Please tick Performance Summary description of performance rating relevant box Rating A** Consistently exceeds all objectives. A* Meets all and exceeds some objectives A Meets all main objectives but does not meet others. Meets some objectives but not all. Further development and B improvement is required. C Employee does not meet the majority of objectives. 3.3 ADDITIONAL COMMENTS (from post holder or reviewer) University of Southampton (Human Resources) – revised October 2009. PART 4: APPROVAL Name Signature Date Post holder: Reviewer: ` On completion: For school based posts, the form is signed by the Postholder and the Head of School (or their designated nominee) and held on School Records. For Professional Services posts, the form is signed by the Registrar and Chief Operating Officer and held on Service Records. The Individual will receive a copy of the completed and signed form within 4 weeks of the review date. University of Southampton (Human Resources) – revised October 2009. PERFORMANCE RATINGS - FULL DEFINITIONS Performance Definition Rating Consistently exceeds all targets/objectives and agreed standards. Continually performs well beyond normal expectations/ requirements of the role A** and outperforms the vast majority of their peers. Consistently meets all and exceeds some targets/objectives and agreed standards. A* Employees rated at this level are considered to have demonstrated solid, excellent work performance. Consistently meets all main targets/objectives and agreed standards. May have minor areas where improvement is needed. A Note: Employees who are new to the job and on a steep learning curve would not normally be assigned to this rating, although new employees who have demonstrated the ability to meet all of the job requirements may be rated at this level. Meets some targets/objectives and agreed standards but not all. Further development and improvement is required. B Employees with this rating may either be new to the job or else have been in the job for a significant period of time but still need some improvement due to their learning curve. It is expected that these employees will move to a rating of ‘A’ if progress continues Employee under-achieves and does not meet the majority of objectives/targets and agreed standards. C Employees in this category (although experienced) may have significant difficulty meeting job requirements. University of Southampton (Human Resources) – revised October 2009.
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