Newsbeat Daily
FOLLOWING June’s article on the introduction of a new Electronic Development Review (eDR) system to the force – which replaces previous paper-based PDRs – News Beat explores some of the staff feedback so far in this edition.
eDR replaces the previous PDR process with a straightforward and easily accessible intranet-based system
Over the next few days, eDR begins a phased rollout across the force which will be implemented between now and October 2012.
Among the first areas of the organisation to ‘go live’ will be Birmingham East, Birmingham South, Learning and Development, HR and Corporate Communications.
Walsall LPU and Information Services have acted as pathfinders for the new system – read what their officers and staff have to say further down the page.
eDR replaces the previous PDR process with a straightforward and easily accessible intranet-based system – offering a ‘light touch’ for both managers and individuals.
Feedback from the Staff Survey in 2011 revealed many colleagues felt that the previous system was bureaucratic and time consuming.
Visit the dedicated eDR microsite on the intranet for further information, frequently asked questions, guidance documents and a feedback facility to submit your own thoughts on the new system.
LPU commanders and heads of departments have chosen their own ‘go live’ dates from now until the end of October – which will see a staged approach to using the new system.
Local HR managers are responsible for overseeing the implementation of eDR for their LPU/department and will deliver line manager briefings over the next few months as the system rolls out forcewide.
To find out when you can start using the system, please contact your line manager in the first instance or your HR manager.
Chief Superintendent Kevin Bullas from pathfinding LPU, Walsall, said: “The new eDR process assists in reducing bureaucracy and the feedback from staff on the LPU following the pathfinding exercise has been very positive.
[pullquote_right]The system is much easier to use and less bureaucratic than the old paper style PDR.” [/pullquote_right]“I have no doubt that the process will be well received forcewide as it is rolled out over the coming months.”
Sergeant Dave Whordley, who co-ordinated the pathfinding project for Walsall LPU, said: “The pathfinding exercise here at Walsall has been a success and has highlighted that staff see the eDR process as very user friendly and less bureaucratic; providing them with the opportunity to review their performance and progress in line with the force vision and values in a timely fashion.”
Users on Walsall LPU added:
- “Very easy to navigate and user friendly”
- “Far less bureaucratic and less burdensome”
- “Easy to manage due to the anniversary dates”
- “Evidence log is a good idea; it’s like a diary”
- “This is much quicker than the old system”
- “I like this system…it’s so much easier”
Wider consultation with the Police Federation, police staff unions and representatives also saw the new system producing some positive comments:
Solihull commander Chief Superintendent Sally Bourner, on behalf of the Supts Association, said: “This streamlines and simplifies the organisational approach to developing colleagues using a simple and computer based application – all good!”
Lee Nash, on behalf of Unite, said: “The system is much easier to use and less bureaucratic than the old paper style PDR.”
Federation representative, Sergeant Deb Hodson, said: “Not at all bureaucratic and impressed with how good it is – wasn’t expecting it to be so good.”
Head of Technology Services, Phil Lovell, said: “Easy-to-use, flexible system allowing regular evidence, review updates and links to succession planning.”
The allowance of only 1000 characters and 500 characters is limiting to convey the achievements of a full year.
Thank you for your comment Don. News Beat will pass it on to the eDR rollout team for a response.
Hi Don, we have now received a response from Lisa Marchant from Corporate HR as follows:
Following consultation, it was identified there was a need to streamline the process and reduce the time taken to complete a development review. Part of this was to reduce the amount of ‘writing’ that individuals needed to complete, so it was decided to limit characters and encourage people to be succinct regarding key areas of their performance.
Of the LPUs and departments who completed the pathfinding of the new system prior to launch, only two people felt the characters were limited. Of course this area can be monitored and altered if deemed appropriate as the system is more widely used.
Such feedback may also be supplied using the feedback option on the HR intranet site.