A NEW Electronic Development Review (eDR) process launches within the next month, replacing the previous paper-based PDRs. The aim is to make the reviews more user friendly for both managers and individuals.
The eDR process is intranet-based and easily accessible throughout the year – enabling staff to record significant achievements and key milestones.
The simple electronic format which will shortly be ‘going live’ in all force areas, but can be completed at any time during the year, replaces the previous system where PDR timescales were limited to a few months of the year.
Line managers will agree to undertake the new process with team members on or around the anniversary of their initial start date with the force. Alternatively, if an individual starts a new role, this could become their anniversary date.
Once an individual has logged onto the online system, assigned their line manager and completed the first set of questions about their role, their line manager is prompted to arrange an appointment for a meaningful discussion about their role. It is this discussion that is the foundation of the new system.
The next step involves the line manager logging onto the system and completing the easy-to-follow performance review section. This involves the simple completion of a small number of boxes and adding some brief comments that were agreed during the discussion regarding the individual’s performance.
Strategic HR Planning Manager, Jenine Evans, said: “The new process is based on an assumption of competence, in that it recognises that the majority of staff, once trained and experienced, usually perform their role to a high standard.[pullquote_right]“They understand and demonstrate the behaviours and standards expected of them and feel equipped to provide the services our communities expect.”[/pullquote_right]
“They understand and demonstrate the behaviours and standards expected of them and feel equipped to provide the services our communities expect.
“In practical terms, this means that we’ve streamlined the previous PDR system to feedback more effectively on performance, identifying development needs, nurturing talent and recognising individuals for their contribution where appropriate.”
Following the assumption of competence approach; once the discussion has taken place, the Performance Review will be completed by the line manager. The process is then complete.
A full eDR may be undertaken if the following applies:
- An individual has moved into a new role and needs to agree new objectives
- There are areas of underperformance and objectives for improvement need to be recorded
- Or a high-performing individual wishes to record opportunities for self-development.
HR managers will be delivering briefing sessions to line managers and will be available to guide them through the new process.
Various departments have acted as pathfinders for the project including ICT, HR Services and Walsall LPU.
Once launched you can visit the eDR intranet site (accessible to West Midlands Police officers and staff only) for more information and frequently asked questions.