Performance Communication and Development Program Announcements
FY08 PCD
Checklists are due in Human
Resources by June 1, 2008.
The time has come to prepare
and submit your FY08 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:
Meets Expectations
(Achieved Expectations)
Performance meets job
expectations; employee
achieved the agreed upon
objectives and effectively
demonstrated the agreed upon
skills. It is expected that
the majority of staff will
receive the “meets
expectations” rating.
Employees receiving a “meets
expectations” rating should
have performed all of
his/her job duties and, on
some occasions, may have
worked above expectations.
These employees are eligible
for merit.
Exceeds Expectations
Performance consistently
exceeded expectations for
the year; employee
demonstrated and sustained
exceptional performance;
tasks were consistently
completed ahead of schedule
and always at a high quality
level. Employee regularly
goes beyond what is
expected.
Employees receiving an
“exceed expectations” rating
should account for a minimal
portion of the population.
These employees have
consistently performed their
job duties at an exceptional
level. Supporting
documentation (Section C)
must be included with the
Checklist. These employees
are eligible for merit.
Needs Improvement
Performance below minimum
expectations; employee did
not meet some or none of the
agreed upon objectives
and/or did not accurately or
timely complete some of the
agreed upon tasks; immediate
improvement is required.
Employees receiving a “needs
improvement” rating should
be on a development plan.
These employees should have
been coached and/or
performance has been
documented at some time in
the rating period.
Supporting documentation
(Section D) must be included
with the Checklist. These
employees are not eligible
for merit.
Human Resources is committed
to ensuring leaders are
satisfactorily trained to
utilize the PCD. Training
for supervisors will be
conducted by our HR
Generalists in partnership
with staff council and other
campus representatives. The
training will be available
as
scheduled classes
and tailored sessions for
departments as needed.
Your HR Generalist can
address any questions or
concerns you may have about
the PCD process. Please
visit the HR website for
more information and to
download the PCD
forms.
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