Contribution Development Review (CDR) Refreshed All staff As we continually improve our systems in People & Culture, we have reviewed the online CDR tool that was launched in early 2018. We have made several improvements to simplify the process and make it easier for you to use. The CDR system was upgraded on Friday 5 April 2019. A lot of complexity in the system has been removed - there were seven steps previously and this has been reduced to three; Plan CDR – You enter commentary against your goals, development and Murdoch values/behaviours. Goals should only relate to the year you set them in. (setting up a new CDR); Plan Agreed – You and your leader meet to agree plan then leader clicks plan agreed (setting up a new CDR); Review Finalised / Rated – You and your leader meet to have the end of year conversation about performance – Your leader rates your overall performance and comments – You then comment – Your leader then finalises and closes your CDR for the year (closing out – End of Year Review). For anyone who has commenced a CDR plan for 2018 and/or 2019 and has therefore used the seven-step process, these plans have been migrated to the new three-step process automatically and no action is required. The requirement for you to share your CDR with your Leader has been removed. Instead, you and your leader can view the CDR at any time, as the system will work on a live basis. What do I need to do next? It’s great to see that many CDR conversations have taken place during January and February 2019 to close out 2018’s CDR and to set-up 2019, as part of Murdoch’s performance review cycle. If you haven’t yet started, it’s not too late. Given some areas have been undertaking structural change, and new reporting lines are being established, now is a great time to close out your 2018 CDR and set-up your 2019 CDR by having a meaningful performance and development conversation with your leader. Having a one to one conversation is a great opportunity to reflect on what was achieved in 2018 and what the focus is for 2019 in line with 2019 Operational Plans. Note – if you now report to a different leader then it’s advised that you gain feedback from your previous leader so that your past performance can be shared and recognised with your new leader. What else has been changed and improved? Removed complexity of sharing functionality:- - no requirement for the document to be shared – it’s now a live document and both employee and leader can view in real time. Demonstrating the Murdoch Values:- – we have provided some clarity on what is required when considering our four values. You are now required to comment in no more than 100 words in terms of how you consider your actions and behaviours will contribute to the culture of the team in line with Murdoch’s Values. Leader Exceptions – The People & Culture team can set-up leader exceptions if you change reporting lines for the purposes of completing your CDR. Please send an email to your HRA to set this up or the P & C Portal. Updated guidelines and tools to reflect the changes to help leaders communicate with their teams - support will be provided by your HR Advisory/Organisational Development team – resources are available via the CDR Information section of the tool as well as the People and Culture website. Leader CDR Reports – we have made improvements to CDR reporting functionality to reflect the changes above. Please speak to your HR Advisor for support if required. E-learning Modules – we are continuing to provide e-learning modules to support the CDR process. We highly recommend you complete both modules which can be accessed via the Murdoch e-Learning Platform (MELP) - Enabling Conversations and SMART Goals to support development. Where do I go for help and further information? For any technical issues with the online CDR tool then please raise a query via the P&CO portal so that the issue can be reviewed and resolved. Please speak to your leader or HR Advisor in the first instance or email Cherry McNicol, Senior People Development Specialist.
