RPD targets are about quality rather than numbers. They should be designed to help your own professional development. All targets should underpin the force’s trust and confidence strategy. We have undertaken to “put the citizen at the heart of all that we do” and so targets should reflect this commitment.
As a minimum, targets should be set by April and reviewed in October. However, as RPD is a management tool, line managers may choose to review and amend targets more frequently than this.
You have an opportunity to record successful performance on your RPD evidence log. This should not be a diary of events but a record of any work that can be classified as an achievement or successful steps taken to achieve a target. You can also make an entry on a colleague’s evidence log to show appreciation for a job well done.
Alongside the RPD process you will be encouraged to complete a continuous professional development (CPD) log. This is where you can keep your own record of activities and training that you undertake, either at work or in your own time, that contribute to the development of your skills. Records of formal training are kept on our Peoplesoft human resources system which can be accessed by a limited number of people. The advantage of a CPD is that it is updated by you and can be viewed by your line manager. This makes it a very flexible tool to aid your development.
