Tomorrow I'm writing my PDR (Professional Development Review). It's something I've done every 6 months for the past 5 years now with the company I'm in. It's a load of bullshit to be honest. The PDR process at my work consists of 3 steps:
- the faithful employee writing about how they have been able to demonstrate the skills which got them the job in the first place (objectives).
- the faithful employee writing about how they have been able to demonstrate the values which keep them from being fired (values).
- the faithful employee writing about how they plan on improving said skills and values should they manage to find an extra nano-second of time in their day (development plan).
For the past 2 years now I have been working without any firm, set objectives - that is, objectives set by my management. Now, while it is nice to have free reign to define and shape my role as I see best suited, this approach does not provide for defined boundaries. It also means that I stand a greater chance of getting a lower rating in my PDR based on the fact that I may not have met the unwritten objectives. Of course, what value is a rating? Unfortunately, this PDR does have a value as it stipulates the amount of bonus I'll get paid.
I can honestly say that I have never once accomplished anything that was listed in my development plan. Whilst the company goes to great expense in performing this bi-yearly gesture of feigned interest in their employees, once the PDR process is over there is little (if any) support provided to allow for growth to occur. Yes, it is a nice to pretend to be interested, but it'd be even nicer to see the company put their money where there mouth is and implement a structure which allows for development.
In this light, I have decided to approach my PDR differently this time round and will writing it as follows:
- Objective: Implement New Stuff
Measures:
- Develop and implement new ideas for the greater good
- Help other people implement their new ideas - Objective: Look After Existing Stuff
Measures:
- Keep things running smoothly
- Assist other people who need help doing their job - Objective: Fix Broken Stuff
Measures:
- Identify broken stuff and fix it
- Fix stuff that someone else reports as being broken
Wish me luck!
Songs played while writing this entry:
"Zebra" John Butler Trio
"Totmacher" DJ Hell
"It's A Long Way To The Top" AC/DC
"Speak To Me" Regis
"Your Love Is..." Mati Parks
"First Contact" La Forge
4 comments:
Good luck!
I have never broken the code on performance reviews. I mean, I've got a strong opinion about ratings and rankings but given that I find them asinine, I'm never really sure about how to proceed with the ritual. I don't know whether I'm the guy ignorant of calculus watching all the other folks perform derivatives or if I'm the guy who knows that all the folks doing the rain dance aren't actually going to change the clouds. I just know that I'm puzzled and largely left out.
Good luck indeed.
I don't take much stock in my performance review process. I do get good feedback but it does tend to die in the ass after that.
Damn, I so wanted to rate your ass.
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