e-pdr User Guide Manager Guide 1 Objective setting stage: Set Objectives and Create PDR

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Eustace Prosper Powell
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This guide provides instructions for a manager to set objectives and create a new PDR form for an employee at the start of the PDR cycle.

1 Using the icon on your desktop, log into the e-pdr system with your username and password. 1.

By default, your name should appear in the grey box at the top of the page to demonstrate that this is the screen for your personal objectives. 1.

The Objective Plan screen will change and their name will appear in the grey box to confi rm it is their Objective Plan. 1.

This is a standard objective for all staff and It is recommended that the wording is not changed.

1 This guide provides instructions for a manager to set objectives and create a new PDR form for an employee at the start of the PDR cycle. Both processes should be completed for each employee. Log in and Select an Employee 1.1 Using the icon on your desktop, log into the e-pdr system with your username and password. 1.2 Click on the word Home (top left of screen) and select Objectives from the drop-down menu. The Objective Plan screen will be displayed. By default, your name should appear in the grey box at the top of the page to demonstrate that this is the screen for your personal objectives. 1.3 Click on this grey box to select the name of the person that you wish to enter objectives for. The Objective Plan screen will change and their name will appear in the grey box to confi rm it is their Objective Plan. 1.4 A core objective will appear as the person s first objective. This is a standard objective for all staff and It is recommended that the wording is not changed. Section 1: How to Enter Objectives for Your Employee on the e-pdr System You now need to set objectives for each employee. There are 3 different ways of doing this: (1) cascade one of your objectives; (2) create a new objective from scratch, called personal objective ; and (3) choose a new objective from a repository, called library objective. You can use any combination of these. *You can fi nd instructions for the additional method of Objective Wizard in the supplementary guide. 1

Cascade an Existing Objective Cascade enables you to share one of your existing objectives amongst one or more

10. 1.5 Click on the grey name box (top left) to change the employee name back to your own.

6 Using the tick boxes to the left of the objectives, select those you wish to cascade then click on the word Cascade

7 In this window, use the boxes to the left of each employee s name to select who you wish to cascade the

8 The Edit Objective pop up window will open (see an explanation of the fields at the back of this guide).

The window should close and the cascaded objective should now contain an additional line showing who it has been

If you cascade objective(s) to more than one person in the same pop up window, any details will be the same for

2 Cascade an Existing Objective Cascade enables you to share one of your existing objectives amongst one or more employees. If you do not wish to cascade any of your objectives, please go to instruction Click on the grey name box (top left) to change the employee name back to your own. Your Objective Plan screen should appear. 1.6 Using the tick boxes to the left of the objectives, select those you wish to cascade then click on the word Cascade (top right of screen) to open the Cascade Objectives pop up window. 1.7 In this window, use the boxes to the left of each employee s name to select who you wish to cascade the objective(s) to. Click Next. 1.8 The Edit Objective pop up window will open (see an explanation of the fields at the back of this guide). Change the content to refl ect the part of the objective you wish the employee to take on. Click Cascade.The window should close and the cascaded objective should now contain an additional line showing who it has been cascaded to and the detail of the cascade. NB. If you cascade objective(s) to more than one person in the same pop up window, any details will be the same for everyone. If you wish to cascade an objective to multiple people but modify the content for each person, then you need to cascade to one person at a time. You can cascade the same objective multiple times. 1.9 The cascaded objective also appears in the Objective Plan of the employee(s). To view, select the employee in the grey name box (top left of screen) to open their Objective Screen. The cascaded objective should appear with detail of the original objective and who has cascaded it. 2

Enter a New Objective 1.10 On the employee s Objective Plan screen Click on the word Add New (top right of grey screen) and select the Create a New Objective option from the drop down menu.

Here you can enter the content and detail for a single objective. OR Option 2: Enter objective using Library Objective a.

Browse the categories and tick any you would like to use. You can select one or more. b.

3 Enter a New Objective 1.10 On the employee s Objective Plan screen Click on the word Add New (top right of grey screen) and select the Create a New Objective option from the drop down menu. The Create a New Objective pop up window should open. Option 1: Enter objective using Personal Objective a. Click on Personal Objective to display the blank Add Objective window. Here you can enter the content and detail for a single objective. OR Option 2: Enter objective using Library Objective a. Click on Library Objective to display Select Objectives from the library window. This is a repository of sample objectives which you can select from. Browse the categories and tick any you would like to use. You can select one or more. b. Once happy with your selection click on the Add Selected Objective button at the bottom of the window to open a prepopulated Add Objective window. If you ve selected more than one objective you can view them all by scrolling down in the pop up window. Overtype anything pre-populated to tailor it to your circumstances You should work through the fi elds as displayed, ensuring that you fill in those with a red astrix as a minimum. The Category, Objective, Measure and Due Date fi elds are the most signifi cant to complete (see the Objective Fields table for an explanation of all the fi elds) Once happy with the content, click on the Save Changes button at the bottom of the window to create this as an objective. The window will close and the objective will appear in the Objective Plan. Alternatively you can click Cancel to close the window without saving this as an objective You should repeat this process for each new objective (minimum of 2, maximum of 8 objectives). 3

Objective Fields Visibility This can be set as public or private. Public means that the objective is viewable by the employee, his/her immediate line manager and the line manager s manager.

4 Objective Fields Visibility This can be set as public or private. Public means that the objective is viewable by the employee, his/her immediate line manager and the line manager s manager. Private means it is viewable by the employee and immediate line manager. By default all objectives are public. Category This is the category/sub-strategy in the University s Strategic Plan that the objective aligns to. The choice of category will affect the positioning and numbering of the objective on subsequent screens. The role specific objective category should be selected where relevant. Objective This is where the objective itself should be written. Depending on which method is used to create the objective, this box will either start blank or partially populated and should then be tailored. The wording should be specifi c and descriptive of the task/activity. Measure This refers to the how, i.e. how you will know the objective has been achieved and what you expect to see. The best measures are tangible, e.g. student numbers, NSS results, quicker response/delivery times, fewer complaints, training attended, report submitted, etc. Start Date and Due Date The start and due date of the objective should be entered here. Dates should not fall outside of the PDR cycle as this prevents the employee from achieving it in full. % Complete New objectives show as 0%. At later stages in the PDR cycle this box can be updated to show an estimate of how much has been completed. This fi eld is not mandatory. Status New objectives show as not started. At later stages in the PDR cycle this box can be updated to show current status and it appears as a colour coded button next to each objective on the Objective Plan and the PDR Form screens. Objectives which become irrelevant during the PDR cycle should have the status set to no longer applicable. This fi eld is not mandatory. Milestones This is to capture deadlines for any key activities needed to achieve the objective, e.g. order equipment. Milestones cannot be set up when the objective is initially created but can be added by a manager after discussion with the employee. This fi eld is not mandatory. Performance Target and Performance Actual If applicable, a numerical target can be set for the objective and the actual fi gure achieved can be captured. This fi eld is not mandatory. Probability of Success This can be set as low, medium and high. New objectives show as medium. At later stages in the PDR cycle this box can be updated to show the current state and may help identify where attention needs to be focused. This fi eld is not mandatory. Strategic This appears as strategic by default and cannot be changed. 4

Section 2: How to Create the New PDR Form Once all the objectives are in the Objective Plan, the

the Objective Plan will remain but the PDR form is what you and the employee will work on during the

The PDR form will contain additional sections for Career Aspirations, Performance Development Plan

The PDR form is held in the Performance section of the e-pdr system. 2.

Services PDR, followed by the name of the relevant employee.

5 Section 2: How to Create the New PDR Form Once all the objectives are in the Objective Plan, the online PDR form now needs to be created (NB. the Objective Plan will remain but the PDR form is what you and the employee will work on during the PDR cycle). The PDR form will contain additional sections for Career Aspirations, Performance Development Plan and Competencies although you will not be able to add detail in any of these sections at this stage. The PDR form is held in the Performance section of the e-pdr system. 2.1 Click on the word Home (top left of screen) and select Performance from the drop down menu. The My Forms screen will be displayed. During the PDR cycle, this page displays the PDR forms for you and all your employees (once they exist). 2.2 Click on the grey Create New Form button at the top of the screen then select 2015 Professional Services PDR, followed by the name of the relevant employee. The dates screen will appear for you to confi rm the cycle dates. Click on Create and Open. Section 3: Adding Salford Behaviours 3.1 Scroll down to The Salford Behaviours section and add these into the form. In The Salford Behaviours section, click on the words Add Competency to the right of the section to open the Add Competencies pop up window. In the window, click on the words Salford Behaviours on the left to display the list of competencies. 3.2 You should have separate guidance on The Salford Behaviours. Using the tick boxes select the relevant behaviours, choosing a minimum of 5. Once done, click on the Add Selected button to close the window and add these into the form. 5

3.3 A description of each behaviour is underneath each competency heading.

4 Behaviours cannot be edited so if you need to change one as a result of discussion at the meeting, delete the behaviour and add as a new

5 Add brief comments on your discussion in the free text box underneath each behaviour.

6 At the bottom of the form there is a free text box called Section Com- ments for you to capture any overall comments you have at this

Next Stage The next stage of the process is for your employee to review the new PDR form.

6 3.3 A description of each behaviour is underneath each competency heading. To view the behaviour descriptions, click on the words Show behaviour descriptions. 3.4 Behaviours cannot be edited so if you need to change one as a result of discussion at the meeting, delete the behaviour and add as a new one. To delete a behaviour click on the word Delete next to its heading. 3.5 Add brief comments on your discussion in the free text box underneath each behaviour. As before, please type the date next to any comments. Add section comments 3.6 At the bottom of the form there is a free text box called Section Com- ments for you to capture any overall comments you have at this stage of the PDR process. As before, put the date next to these comments. 3.7 To complete Save and Close. Next Stage The next stage of the process is for your employee to review the new PDR form. Helpful Hints To amend an existing objective at any point in the PDR cycle, reopen the Add Objective pop up window by clicking on the word Edit which appears at the end of the objective name. You can adjust the size of the pop up window; hover over any edge with your mouse until the arrows appear, then right-click and drag the box to the desired size. You can alter the amount of information which is displayed on the Objective Plan screen by clicking on the word Display (top right of grey screen). In the drop down 6

Lacon Childe School. Accessing Parental Online Reports Parent Guidelines

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