The Ultimate Guide to Organizing Group Professional Development Interviews (PDI)

Hi, I'm Lara, Founder of ILE London (International Language Experts) . Having worked in the educational sector in the UK since 1992, managing large academic teams and student populations, I've faced the challenges of organizing staff development and performance reviews first-hand. In this guide, I’ll introduce you to the concept of Group PDI—a streamlined, collaborative approach to professional development that could be a game-changer for academic managers with big teams and limited resources.

Performance review meetings, often called PDIs (Professional Development Interviews) or appraisals, are usually conducted at least once a year. These meetings are valuable opportunities to document and celebrate teachers’ progress and achievements. However, with large teams, these rounds of individual meetings can quickly turn into a box-ticking exercise, losing their intended value. That’s where Group PDIs come in.

What is a Group PDI?

Before we dive in, let’s clarify the difference between appraisals and PDIs. Appraisals are generally backward-looking, focusing on assessing past performance, whereas PDIs aim to support growth and development, looking towards future goals. Many schools combine these approaches, which works fine on an individual level but becomes time-intensive when managing larger teams. A Group PDI combines elements of both but within a group setting, allowing team members to learn from each other’s experiences, which is both time-efficient and developmentally rich.

Why Consider Group PDIs?

In my experience, looking at teachers' training needs and development as a team creates a unique opportunity to align personal goals with school objectives. It allows me to look forward, not just as an individual manager, but as part of a collective effort with my team. It’s also a way to upskill staff for future projects and ensure the team is ready for what’s next.

How to Organize a Group PDI in 3 Simple Steps

1. Preparation: each teacher completes their PDI form, listing achievements over the past year with evidence of progress and completed training.

2. The Group Meeting: schedule an hour-long meeting with 4-6 teachers. This group size allows for rich discussion without being overwhelming.

3. Follow-Up: After the meetings, provide each teacher with a summary or product of the discussion, such as a report, list of future activities, or personal development reflections.

The Benefits of Group PDIs

Group PDIs are not only efficient; they foster a collaborative culture. By sharing past achievements, teachers celebrate each other’s successes and gain insights into different approaches and projects within the team. This can spark inspiration, foster mentoring relationships, and create a public setting for acknowledging hard work.

The future-focused part of the meeting helps teachers shape their development plans, taking into account factors such as:

- School or Departmental Objectives: are there specific goals that need to be incorporated into the CPD program?

- Inspections: if the school will be inspected, any improvements or targets should be included in the development plan.

- Budget: if there’s funding for CPD, prioritize its allocation; if not, find creative ways to achieve goals.

Key Tips for Successful Group PDIs

Over the years, I’ve refined my approach to Group PDIs. Here are some lessons I’ve learned:

- Schedule Wisely: arrange meetings at times convenient for teachers, such as during quieter periods or remotely if that suits the team.

- Clarify Objectives: agree on the purpose of the interviews—is it evaluative, developmental, or both?

- Focus on Key Development Areas: these might be drawn from past feedback, inspections, or identified team needs.

- Shift Ownership: allow teachers to take ownership of their reports, noting their achievements, challenges, and future directions. This empowers teachers and gives them a voice in their own development.

- Create a Tangible Product: ensure each Group PDI produces something concrete, like a report or an action list, which can be used as a reference for both the teacher and the school.

Final Thoughts

Group PDIs provide all the benefits of traditional PDIs with a fraction of the time commitment. While not all teachers may be on board initially, offering individual meetings where needed can ease the transition. Over time, the team’s enthusiasm for Group PDIs may encourage more reluctant members to join in.

I hope this article has sparked some ideas on how you might approach PDIs with a fresh perspective. If you need any support implementing Group PDIs in your school, feel free to reach out at lara@impactinter.com.

And remember—show your team some love and recognition!