The Annual Review Conversation has now replaced the PRDP process.
Feedback from Staff Survey results showed low satisfaction and compliance with the PRDP process and did not meet our community's needs or expectations. As a result, a consultant-led review was carried out on the process.

The consultation gathered feedback from over 400 colleagues across Imperial and all job families. It found that while there were pockets of good practice, staff generally felt the process was a tick-box exercise and were confused about its purpose.

What's changed from the old PRDP? 

• Focus: Emphasis on the individual's needs and optimal performance in the upcoming year, removing mandatory performance evaluation ratings.
• Simplified Form: A standardised form that facilitates conversation, capturing essential points and actions. Confidentiality is maintained between the individual and their line manager.
• Support and Toolkits: Training, guidance, and online resources are provided to support individuals and line managers and are accessible and inclusive to all. Suggestions for improvement can be emailed to annualreviewconversation@imperial.ac.uk.
• No Surprises Principle: Issues should be addressed in ongoing 1-2-1 conversations, ensuring no surprises during ARC. Resources on effective 1-2-1 conversations and Performance Management will be available.
• Agenda Setting: Individuals set the agenda by selecting important factors, with line managers providing additional topics for discussion.
• Time Frame: ARC seasons (February-April or July-September) align with departmental strategies, enabling targeted support, guidance, and process insights.