The employee should complete the review part of the CDR form in preparation for the meeting, ideally at least a week beforehand so that their manager has time to read the form and consider the contents. When completing the form, the employee should aim to include:
- Their key achievements against their performance standards and objectives.
- Any other achievements on top of their objectives, including wider activity beyond the scope of their role. The nature of these other achievements may vary but could include involvement in Green Impact teams, School networks (such as Spectrum, Power, Embrace and Parents and Carers), or contribution towards School achievements (such as Athena SWAN or Investors in People).
- For headings of the Effective Behaviours framework relevant for their role, examples of how the employee has behaved in a way that supports these areas (the employee can refer to the Effective Behaviours Guidance for examples). This framework is designed to support the LSE’s Ethics Code, which sets out six core principles underpinning life at LSE and applies to all members of the School community.
Following the progress review conversation, the manager should complete the “Manager's overall comments on performance” section of the form.