PDRs

1. PDRs

2. Ashmolean Museum Personal Development Reviews – your role

3. Why are we doing this? What’s in it for you? • We need to increase the focus we put on improving your skills and your development needs • We want to help everyone understand how the work you do, and that of your team, fits in to the development of the museum • We have aspirations to lead the museum sector – we want to be seen as role models • Essential preliminary to Investors in people • Enables everyone to talk to their manager about their development needs so that we can work on meeting them

4. What it is – and what it is not • helping individuals and their line managers set meaningful objectives for the employee • helps everyone to effectively contribute to the work of their team • see how this contributes to the performance of the museum as a whole; • focusses on the development, both personal and professional that the individual needs in order to continue to develop in their role. • It is not about a pass/fail type of measurement of performance and is not linked to pay.

5. How does it work? • Works to an annual cycle tied to the academic year • Reviews performance against objectives set for the last year • Sets objectives for the current year • Reviews and activates development needs • Is not a “one-off” - can be regular discussions throughout the year with your line manager

6. What you can do – your performance • Download a copy of the form – do your own draft review • Check your documentation for applicability – job description, any current targets etc. and review or revise as needed prior to discussion with line manager • Mentally review your performance over the last 12 months – be prepared to talk about it and use it as the basis of personal learning points for the future – what in particular have you learned, and what do you need to continue to do?

7. What you can do –objective setting • Come to the meeting prepared to discuss 4-6 objectives that you feel are relevant to your role in the team/museum • Discuss with your line manager his/her objectives – how do they relate to your role? How does this fit in with overall aims of the department and the museum? • Are there specific objectives unique to your role that need to be included? • Do you need objectives that are cross-teams, cross museums or reflect the needs of the wider University or professional bodies?

8. What you can do – your development • Consider what you need in terms of support from the organisation to help you do your job better – don’t just focus on taught courses, examples could be project work, job cover, secondment etc. – nothing is fixed • What professional development is needed to support your role? • Are any requirements generic – e.g. IT skills? • What is the appropriate timescale? • We can’t do everything – is there a priority?

9. Support available • training sessions for line managers now held • help from HR • HR will also review PDRs for development needs looking for cross-Museum priorities • access to University intranet & advice

10. An example DRAFT DIRECTOR OBJECTIVES 2012-13 (1) 1. Development and maintenance of a collaborative research programme with an international component which has “REF-able” outcomes. 2. Enhancement of object-based teaching through appointment of Mellon Foundation Director and 3 teaching curators. 3. Ensure that the agreed budget and financial targets for the Museum are met.

11. What I am doing? DRAFT DIRECTOR OBJECTIVES 2012-13 (2) 4. Encourage a more diverse audience through attracting a greater variety of visitors to the Museum across the year and strengthening the Museum’s web presence through the creation of an E-learning function within the Museum. 5. Provision of an improved “offer” through retail and related improvements and extended openings with appropriate events. 6. Review and extend the Museum’s outreach through creation of an Ashmolean ‘outstation’ at Broadway, an extended educational programme and a compelling exhibition programme