Personal Review and Development Plan (PRDP)

Imperial Expectations

PRDPs support the application of Imperial Expectations. When done well, PRDPs:

  • Celebrate achievements
  • Enhance performance
  • Help staff to develop careers
  • Identify individual development plans


The College is committed to creating a supportive, inclusive and highly motivated staff community across all disciplines, functions and activities. One of the ways we do this is through the annual Personal Review and Development Plan process (PRDP).

A PRDP is a conversation that focuses on the previous year's work, plans and objectives for the forthcoming year, and includes the preparation of an individual development plan. It is recommended that PRDPs take place on a regular annual cycle, in line with local requirements. 

The conversation in a PRDP is broader in focus than one-to-ones. Time should be specifically allocated to cover a review of the previous year, and to discuss and agree the specific aims and objectives for the next year, which should include details of personal and career development and aspirations. 

James Stirling

People perform at their best when they feel engaged and valued, are clear about what they need to achieve, and are given opportunities to learn and develop. The PRDP process is one significant method we use to help us achieve this"

James Stirling

Provost

Information about PRDPs

Key principles

PRDPs work best when they:

  • Take place in a planned and managed way, with both reviewer and reviewee having prepared in advance. 
  • Build on a foundation of good communication and regular feedback. Issues should not be 'saved-up' for a PRDP conversation.
  • Are used constructively with both reviewer and reviewee committing to the process.
  • Help people understand how their contribution fits in with the work of the wider team or department and the reviewee’s work is appreciated and recognised.
  • Operate as a quality conversation with the emphasis on the conversation rather than diligently completing a form.
  • Result in agreed objectives and development plans which are referred to throughout the year as a means of checking and celebrating progress. 

PRDPs are undertaken within the framework of Imperial Expectations where communication is open and honest, views and thoughts are explored and respected, and there is a focus on supporting staff to develop and make the most of their abilities.

PRDPs are seperate from formal Job Level Review and pay conversations. However, during the PRDP meeting changes to the job description can be discussed and possible progression aspirations or opportunities may be explored. This can then be taken futher through the formal Job Level Review or promotions process. 

Training and support

The Learning and Development Centre (LDC) offers a range of resources to support effective PRDP conversations for both reviewer and reviewee and to develop skills and knowledge:

The Equality, Diversity & Inclusion Centre provides advice about adjustments for staff and how people can get involved in supporting equality, diversity and inclusion.

The Postdoc and Fellows Development Centre provides tailored support for postdocs and fellows.

The Educational Development Unit can support applications for the Imperial College Supporting Teaching Accreditation and Recognition (STAR) Framework, designed for those who teach and support student learning.

Further support for individuals is also available through the Imperial College Coaching Academy and mentoring.

Your PRDP forms

Guidance

The College produces guidance and forms to support meaningful PRDPs. They are prompts, to shape and support meaningful conversations. They suggest topics to be covered and provide a basic means of recording the most useful areas of the PRDP conversation.

Forms

To reflect the general differences in roles and responsibilities, sample forms have been created for:

Appraisals for Clinical Academic Staff are agreed between Imperial and associated NHS Trusts, information and forms are available. Research Nurses and Research Technicians may prefer to use the Professional, Technical and Operational Job Family PRDP form.

The forms include an achievement scale to help quantify and describe progress in support of the conversation. These achievement scales are not compulsory; they offer a shared language to help the reviewer and reviewee to define achievements.

Departments may create their own documentation as long as they contain some core elements. Learning and Development Centre consultants will work with departments wishing to vary documentation. 

Further questions

FAQs about PRDPs have been developed to help answer common questions. If you would like departmental support around PRDPs then please contact Lindsay Comalie, Development Consultant.