Performance Development & Planning (PDP) Toolkit
Instructions for StaffThe Performance Development and Planning Cycle provides you, the staff with the opportunity to engage in conversations with your supervisor about your performance.
Staff are encouraged to requst timely, and balanced feedback from supervisors about their performance. Conversations should include discussions about areas of opportunity, accomplishments for the year, and plans for achieving individual, departmental, and University goals (e.g., Plan for Academic Enrichment.) The PDP Cycle is designed to assist staff with an understanding of their job responsibilities and clarify supervisor's expectations for staff. PDP conversations are designed to review goals, priorities, and/or initiatives for the upcoming year and identify specific feedback and plans to help staff achieve results.
PDP conversations are strongly encouraged to be engaging conversations throughout the year between staff and supervisors. Informal meetings should be held frequently between staff and supervisors.
The mid-year and annual PDP Appraisal should summarize conversations from the year between staff and supervisors. The conversation should not be a surprise. The conversations should include: questions about work, performance, and request for timely, and balanced feedback from the supervisor, coaching, mentoring, and developing conversations between you and your supervisor.
Formal written appraisal conversations are strongly encouraged at least two times a year:
- 1) A Mid-Year Appraisal and
- 2) An Annual Appraisal at the end of the appraisal cycle year
The input from staff and supervisor conversations are an integral part of the cycle requiring open, honest, and timely feedback.
The supervisor is strongly encouraged and responsible for writing the Mid-Year and Annual appraisal. Supervisors are encouraged to meet with staff to discuss the performance. However, the process will be more productive and helpful if staff prepare for the appraisal meeting. Staff are encouraged to review the performance for the year and cite specific examples of areas of opportunity, accomplishments, and goals for the year.
The guidelines that follow will assist you in preparing for your annual written performance review and conversation:
Now
- Familiarize yourself with the performance review form. It is the criteria by which you will be evaluated.
- Review your job description so you understand the duties and responsibilities required of the position.
- Be proactive in providing information for and participating in your annual performance management review. Offer to provide information for your written review, and be prepared to discuss your accomplishments, challenges, successes and concerns.
- Be prepared and open to discuss future goals and training needs so you and your supervisor come to an agreement and you share the same expectations. Also be prepared to discuss skills and competencies you would like to develop.
IN THE FUTURE
- During the year, if you do not know how you are doing, ask. If things are going well then ask how you can continue to do well. However, if something is not going well, you should ask for feedback so that you may be able to correct it.
- Keep a critical incident file or written record in a log or report (e.g., emails or notes.) Be sure to have a written record of what you have accomplished, including assignments and projects you have worked on.
- Identify, if applicable, other resources for providing information of substance for your written review and performance conversation. Quantify and qualify information, whenever possible by citing examples or referencing specific task or projects.
Revised September 2006