Performance Communication and Development Program Announcements
FY09 PCD
Checklists are due in Human
Resources by May 15, 2009.The time has come to prepare
and submit your FY09 PCD
checklists. Last year, the
PCD process yielded
excellent response and
participation from the
campus community and we look
forward to another great
year. All regular staff
employees, who have
completed their initial
probationary period, should
receive a formal performance
review annually. We do not
have details of the merit
budget at this time, but
more information will be
made available in the near
future.
Some things to remember when
completing and preparing
PCDs in your area:
- PCD is a year round
process that prompts two-way
communication between
supervisor and employee.
Use the PCD process to:
o Set and measure goals
o Encourage performance
improvement
o Identify training and
development opportunities
- Meet with your employee to
thoroughly explain and
discuss PCD results.
- Have employee sign all
required fields of the form
during your final discussion
with them; do not submit the
PCD to them at a later time
without your presence.
- Provide your signature in
the presence of employee
during the final discussion.
- Provide required
documentation for all
employees who receive
“exceeds expectations” or
“needs improvement.”
- If a merit pool is
provided, employees who
“exceed expectations” should
receive a higher merit
increase than other
employees would receive with
a “meets expectations”
rating.
- Do not discuss PCD results
with anyone who is not
directly involved in the
final review or approval
process.
The performance ratings are
defined as follows:
Exceeds Expectations
Consistently exceeds
departmental performance to
a degree that is obvious to
supervisor, customers and
peers. Consistently excels
in demonstrating the
knowledge, skills and
abilities that result in the
effective performance of the
position requirements.
Consistently serves as a
role model to others.
Truly outstanding level of
contribution (well
beyond position
requirements) during the
entire performance period.
PCD Addendum form is
required for all employees
that “Exceed Expectations”.
Fully Meets Expectations
Meets established
departmental performance
expectations. Demonstrates
the knowledge, skills and
abilities that result in the
effective performance of the
position required. Meets
deadlines. Frequently
exceeds in one or more
established job
expectations.
Generally Meets Expectations
Generally meets established
departmental performance
expectations. Demonstrates
the knowledge, skills and
abilities that result in the
effective performance of the
position required.
Occasionally may exceed
expectations of the
position.
Needs Improvement
Does not meet departmental
performance expectations on
a consistent basis. Does not
consistently demonstrate the
knowledge, skills, and
abilities required to
perform the job. Meets some
of the minimum position
requirements. Performance
may be uneven or
inconsistent, and must be
improved. Immediate and
sustained improvement is
needed. A performance
improvement plan is
required.
Note: Employees
that did not complete the
required mandatory training
by the deadline (January 31,
2009) did not meet the
minimum job expectations and
will not be eligible for
merit in accordance with
SAM
02.A.11.
Human Resources is
committed to ensuring
leaders are satisfactorily
trained to utilize the PCD.
Contact your HR Generalist
for questions about the PCD
process or to schedule
training for your area.
Please visit the HR website
for more information and to
download the
PCD
forms.
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