What’s Happening?
The University has implemented changes to the Performance and Development Review (PDR) process without agreement and in breach of our recognition agreement. BUCU has serious concerns about these imposed changes and how they may affect you.
On 7 January 2026, the University introduced significant changes to the Performance and Development Review (PDR) process via its ‘Weekly Briefing’ email. These changes were made without reaching agreement with BUCU, in direct breach of our recognition agreement.
BUCU is calling on the University to properly engage with the campus trade unions on PDR so that these changes are properly negotiated and agreed, as required under our recognition agreement.
On 3 February 2026, BUCU and Unison jointly followed up with the University to request a meeting that was promised at the November JNCC.
On 12 February, we pointed out that one PDR form covers staff in Grades 3–7, who are represented by both BUCU and Unison, making a joint trade union meeting on PDR both appropriate and necessary. We are currently awaiting a response.
We are aware that PDR briefings and discussions have already started across the University. However, members should note that the new PDR has not been agreed with the trade unions.
Below is a summary of how negotiations over these changes have unfolded, along with the key concerns BUCU has raised. If you have further questions or concerns, please do not hesitate to get in touch with us.
Timeline: How We Got Here
11 August 2025 — The University held a listening exercise on PDR with BUCU. Our representative raised seven key concerns.
17 October 2025 — The University sent BUCU two new PDR templates, requesting feedback by 31 October. BUCU requested additional time to consult with reps and caseworkers and raised further concerns (detailed below).
26 November 2025 — BUCU raised concerns about “changes without agreement” at the Joint Negotiation and Consultation Committee (JNCC). The University acknowledged that “the conversation is ongoing” and committed to continuing discussions in separate meetings.
7 January 2026 — Despite these commitments, the University introduced significant changes to PDR via a ‘Weekly Briefing’, in direct breach of our recognition agreement.
8 January 2026 — Having already introduced the changes without agreement, the University contacted BUCU to schedule the meeting previously agreed at the November JNCC.
3 February 2026 — BUCU and Unison jointly followed up with the University to request the promised meeting.
Important: PDR Remains Annual
Your PDR is still an annual exercise. Despite changes to the form, you are not required to have additional reviews throughout the year.
BUCU’s Key Concerns & What You Should Know
1. Six-Month Check-In Box
The Issue: The new PDR form includes an “optional” six-month check-in box.
BUCU’s Position: This box should be removed from the form. You should retain the right to decide whether and when to request additional meetings with your line manager or mentor between annual PDRs—not have it built into the form where it may become an expectation.
Management’s Response: They say the check-in remains optional and helps provide early support.
What This Means for You: The PDR is annual. You are not required to have a six-month check-in, even if there’s a box on the form.
2. No Space for Structural Issues
The Issue: The form focuses on individual “achievements and difficulties” but provides no space to raise concerns about:
- Excessive workload
- Reasonable adjustments needed
- Individual circumstances affecting your ability to meet objectives
- Systemic or institutional barriers
BUCU’s Position: PDRs should acknowledge structural problems, not just individual performance. Questions should allow you to highlight how institutional factors (excessive teaching/admin loads, inadequate resources, etc.) impact your work.
Management’s Response: They’re willing to consider alternative wording to “achievements and difficulties.”
What This Means for You: If institutional factors are affecting your work, raise them in your PDR conversation even if the form doesn’t explicitly ask for them. Document these concerns.
3. Requesting an Alternative Reviewer
The Issue: The right to request an alternative PDR reviewer may be restricted.
BUCU’s Position: You should retain the clear right to request an alternative reviewer. PDRs risk becoming vehicles for bullying, harassment, or unfair performance management.
Management’s Response: Alternative reviewers are permitted but you need a “good reason.”
What This Means for You: You can request an alternative reviewer if you have concerns about your assigned reviewer. Contact BUCU if you encounter resistance.
Recognition agreement breach: Previous agreements may have provided clearer rights to alternative reviewers without requiring justification to management.
4. Link to Promotion & BACF
The Issue: PDRs are now explicitly linked to promotion criteria and the Birmingham Academic Career Framework (BACF).
BUCU’s Position:
- Not all staff are focused on promotion year-to-year
- In many areas, promotion is effectively at a standstill
- BACF breaches national pay framework agreements
- This creates pressure to pursue promotion even when opportunities are limited
- This may signal a move toward an “up or out” culture
Management’s Response: BACF doesn’t breach frameworks. PDR is meant to support, not “move staff on.”
What This Means for You: You can set objectives focused on your own professional development, not just promotion criteria. Your PDR should reflect your goals, not just university priorities.
5. University Values Assessment
The Issue: PDRs now require you to demonstrate alignment with UoB’s shared values (Ambitious, Innovative, Open, Collaborative, Responsible).
BUCU’s Position:
- These values are not aligned with nationally agreed academic role profiles
- Assessment against these values may breach academic freedom
- Staff will tick boxes to ensure progression, not because values are meaningful
- Values should be accountable to staff, students, and the public—not imposed top-down
Management’s Response: Values should be reflected in PDRs. Process respects freedom of speech obligations.
What This Means for You: You should not feel pressured to compromise your academic freedom or professional judgment to demonstrate “alignment” with corporate values.
6. SMART Objectives
The Issue: PDRs now require “SMART” objectives.
BUCU’s Position: Extensive research shows SMART goals have significant limitations. The University hasn’t explained why they’re using this approach.
Management’s Response: SMART provides clarity for reviewers and reviewees.
What This Means for You: You may need to frame objectives as SMART, but you can still focus on meaningful professional development rather than tick-box exercises.
7. No Opt-Out Option RECOGNITION AGREEMENT BREACH
The Issue: Under previous agreements, you could opt out of using the university PDR form. This option has been removed.
BUCU’s Position: This flexibility was negotiated and should be retained. Removing it without proper consultation breaches the recognition agreement.
Management’s Response: PDR must be recorded; forms are required.
What This Means for You: You must complete the university PDR form. This is a direct removal of a negotiated right.
Why this breach matters:
- Demonstrates management can unilaterally remove negotiated provisions
- Reduces your flexibility and autonomy
- Sets precedent that agreements can be ignored
- Weakens collective bargaining for future issues
8. Lack of Clarity on Training & Process
The Issue: It’s unclear what training PDR reviewers receive and whether mentors will feed into the PDR process (creating a 360-degree appraisal).
BUCU’s Position: Greater transparency needed, especially as PDRs shift toward performance management rather than development.
Management’s Response: New e-learning launches January 2026. No plans to formally involve mentors, but feedback may come from various sources.
What This Means for You: Ask your reviewer what training they’ve received. Be aware that feedback may come from multiple sources.
What Should You Do?
- Remember: PDR is annual. You are not required to have six-month check-ins.
- Document everything. Keep records of your PDR conversations, especially if concerns about workload, reasonable adjustments, or institutional barriers are raised.
- Focus on your development. Set objectives that support your professional goals, not just promotion criteria or corporate values.
- Request an alternative reviewer if needed. Contact BUCU if you encounter problems.
- Raise structural issues. Even if the form doesn’t ask, discuss how workload, resources, or institutional factors affect your work.
- Support BUCU’s challenge to recognition agreement breaches. This isn’t just about PDR—it’s about whether collective bargaining means anything.
- Contact BUCU with concerns. Your feedback helps us represent you effectively in ongoing negotiations.
Get in Touch
If you have questions or concerns about PDR changes, contact BUCU. We’re continuing to challenge these changes and your experiences matter.
Birmingham UCU 
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